The URL can be used to link to this page

08-20-2013 City Council Special Meeting Packet City of Grand Island Tuesday, August 20, 2013 Special Meeting - Updated Packet City Council: Linna Dee Donaldson Scott Dugan John Gericke Peg Gilbert Chuck Haase Julie Hehnke Vaughn Minton Mitchell Nickerson Bob Niemann Mike Paulick Mayor: Jay Vavricek City Administrator: Mary Lou Brown City Clerk: RaNae Edwards 7:00 PM Council Chambers - City Hall 100 E 1st St - Immediately following Study Session Grand Island Special Meeting - Updated - 8/20/2013 Page 1 / 104 City of Grand Island Tuesday, August 20, 2013 Call to Order This is an open meeting of the Grand Island City Council. The City of Grand Island abides by the Open Meetings Act in conducting business. A copy of the Open Meetings Act is displayed in the back of this room as required by state law. The City Council may vote to go into Closed Session on any agenda item as allowed by state law. Invocation Pledge of Allegiance Roll Call A - SUBMITTAL OF REQUESTS FOR FUTURE ITEMS Individuals who have appropriate items for City Council consideration should complete the Request for Future Agenda Items form located at the Information Booth. If the issue can be handled administratively without Council action, notification will be provided. If the item is scheduled for a meeting or study session, notification of the date will be given. B - RESERVE TIME TO SPEAK ON AGENDA ITEMS This is an opportunity for individuals wishing to provide input on any of tonight's agenda items to reserve time to speak. Please come forward, state your name and address, and the Agenda topic on which you will be speaking. Grand Island Special Meeting - Updated - 8/20/2013 Page 2 / 104 City of Grand Island Tuesday, August 20, 2013 Special Meeting - Updated Item -1 Parks & Recreation 2013-2014 Budget Staff Contact: Todd McCoy Grand Island Special Meeting - Updated - 8/20/2013 Page 3 / 104 2012 Actual 2013 Forecasted 2014 Budgeted Revenue Expense Revenue Expense Revenue Expense Park Admin $ 1,782 $ 182,472 $ 3,342 $ 169,233 $ 3,621 $ 181,657 Park Operations $ 60,206 $ 1,091,213 $ 65,000 $ 1,191,892 $ 67,749 $ 1,278,228 Greenhouse $ 1,937 $ 85,062 $ 2,389 $ 91,860 $ 2,860 $ 98,800 Cemetery $ 100,542 $ 421,059 $ 101,310 $ 447,690 $ 108,133 $ 471,366 Recreation $ 2,022 $ 121,036 $ 1,124 $ 91,671 $ 964 $ 106,979 Playground Pgms $ 7,942 $ 29,328 $ 9,000 $ 36,086 $ 9,000 $ 37,233 Grand Island Special Meeting - Updated - 8/20/2013 Page 4 / 104 2012 Actual 2013 Forecasted 2014 Budgeted Revenue Expense Revenue Expense Revenue Expense Softball $ 500 $ - $ 8,000 $ - $ 8,000 $ - Stolley Railway $ 10,058 $ 26,881 $ 12,050 $ 25,501 $ 11,025 $ 24,098 Fieldhouse $ 192,896 $ 194,927 $ 207,927 $ 182,247 $ 213,976 $ 204,634 Water Park $ 552,773 $ 511,372 $ 530,000 $ 543,590 $ 522,700 $ 561,624 Lincoln Pool $ 23,815 $ 43,523 $ 40,000 $ 43,958 $ 40,000 $ 42,324 Shoot Park $ 286,031 $ 382,081 $ 318,000 $ 422,108 $ 307,320 $ 476,299 Grand Island Special Meeting - Updated - 8/20/2013 Page 5 / 104 2012 Actual 2013 Forecasted 2014 Budgeted Revenue Expense Revenue Expense Revenue Expense Band Concerts $ - $ 2,909 $ - $ 3,500 $ - $ 4,500 Children's Theater $ - $ 2,978 $ - $ 2,684 $ - $ 2,687 Hershey Track Meet $ - $ 446 $ - $ 200 $ - $ 708 Flag Football $ 6,970 $ 3,845 $ 6,150 $ 2,595 $ 7,000 $ 2,597 Soccer $ 3,600 $ - $ 4,000 $ - $ 4,000 $ - Grand Island Special Meeting - Updated - 8/20/2013 Page 6 / 104 26,000 27,000 28,000 29,000 30,000 31,000 32,000 33,000 34,000 35,000 2007 2008 2009 2010 2011 2012 2013 projected Number of Golf Rounds Number of Rounds Jackrabbit Run Golf Course Grand Island Special Meeting - Updated - 8/20/2013 Page 7 / 104 Golf Course Financial History 2008 2009 2010 2011 2012 Forecasted 2013 Budgeted 2014 Ending Cash Balance $ (262,172) $ (213,302) $ 120,693 $ 184,690 $ 277,940 $ 196,464 $ 168,970 Capital Improvements $ 43,691 $ 27,229 $ 9,000 $ - $ 106,321 $ 567,538 Expenses $ 517,730 $ 577,566 $ 572,228 $ 529,257 $ 578,667 $ 615,414 $ 637,240 Transfer In $ - $ 329,000 $ - $ - $ - $ - $ 492,538 Revenue $ 550,821 $ 626,436 $ 577,224 $ 593,254 $ 671,917 $ 640,259 $ 684,746 Net $ 33,091 $ 334,179 $ (22,233) $ 54,997 $ 93,250 $ (81,476) $ (27,494) Grand Island Special Meeting - Updated - 8/20/2013 Page 8 / 104 Golf Course Revenues 2013- 2014 Green Fees: $ 345,000 Equipment Rental: $ 185,000 Golf Improvements: $ 75,000 Golf Pro Commissions: $ 30,000 Co-Pay Health Ins: $ 6,746 Other Revenue: $ 1,500 Sales Tax: $ 41,500 Total Golf Course Revenues $ 684,746 Grand Island Special Meeting - Updated - 8/20/2013 Page 9 / 104 Golf Course 2013-14 Budget Personnel - $314,620 Operations - $322,620 *Capital - $75,000 Total Expenditures - $712,240 *$492,538 Irrigation project not include because it will be paid by loan and reimbursed over 20 years. Grand Island Special Meeting - Updated - 8/20/2013 Page 10 / 104 GENERAL FUND 2012/2013 PROPOSED BUDGET 2013-2014 Capital Projects Clubhouse Building Upgrade: $ 50,000 (Replace siding and windows) Fence Replacement $ 25,000 Irrigation Upgrade Project: $492,538 Total Capital 2014: $567,538 Grand Island Special Meeting - Updated - 8/20/2013 Page 11 / 104 Recommending Fee Increases to Fund Capital Expenditures 2014 2013 Proposed $1.00 increase for 18 hole green fees. $ 21 $ 22 $1.00 increase for 18 hole cart rental. $ 13 $ 14 $11.00 increase on 18 hole punch card. $169 $180 Increase season passes by 5% $260 $272.50 Rate increases are expected to generate $18,000 - $20,000 of additional revenue in 2014. Grand Island Special Meeting - Updated - 8/20/2013 Page 12 / 104 - 200 400 600 800 1,000 1,200 1,400 1,600 1,800 2008 2009 2010 2011 2012 forecasted 2013 Burial Lots Available Lots Availble - 50 100 150 200 250 300 2008 2009 2010 2011 2012 forecasted 2013 Burials Lot Sales Cemetery Grand Island Special Meeting - Updated - 8/20/2013 Page 13 / 104 Proposed Schedule for Cemetery Expansion 2014 Master Plan and Design Cemetery Trust Fund $65,000 2015 Phase 1 Construction 2016 Begin Operation of Expanded Cemetery Grand Island Special Meeting - Updated - 8/20/2013 Page 14 / 104 City of Grand Island Tuesday, August 20, 2013 Special Meeting - Updated Item -2 Central Nebraska Humane Society Staff Contact: Jaye Monter Grand Island Special Meeting - Updated - 8/20/2013 Page 15 / 104 LOAN FORGIVENESS 2013-2014 Budget Foundation City of Grand Island Grand Island Special Meeting - Updated - 8/20/2013 Page 16 / 104 November 26, 2002 – Resolution 2002-369 •Agreement approved giving the Central NE Humane Society use of a portion of Stolley Park to provide a holiday light display September 9, 2003 – Resolution 2003-265 •Humane Society pays for all electrical installation work up to $40,000. Actual loan amount $39,512.80 •Humane Society pays 15% of the net annual proceeds from the holiday light display to the City until the balance is paid in full June 14, 2011– Resolution 2011-146 •Humane Society will pay $100 annually starting in 2011 until 2013 with $10,000 payments beginning in 2014 until the City is paid in full Central Nebraska Humane Society LOAN FORGIVENESS Grand Island Special Meeting - Updated - 8/20/2013 Page 17 / 104 Central Nebraska Humane Society LOAN FORGIVENESS Payments Loan Date Vendor Check # Amount Received Balance 11/19/2003 23 101951 30,000.00 - 30,000.00 12/24/2003 23 102788 9,512.80 - 39,512.80 1/9/2004 4,273.48 35,239.32 3/1/2005 2,384.24 32,855.08 3/30/2006 2,892.10 29,962.98 2007 - 29,962.98 3/31/2008 1,258.51 28,704.47 6/16/2011 22952 100.00 28,604.47 7/9/2012 23945 100.00 28,504.47 2/19/2013 7,525.00 20,979.47 3/15/2013 24546 1,000.00 19,979.47 4/17/2013 24614 1,000.00 18,979.47 5/16/2013 24682 1,000.00 17,979.47 Dog/Cat License Fee Adjustment Grand Island Special Meeting - Updated - 8/20/2013 Page 18 / 104 Central Nebraska Humane Society current contract for fiscal year 2013-2014 in negotiations with City Central Nebraska Humane Society requesting forgiveness of loan $17,979.47 Council Consideration LOAN FORGIVENESS Grand Island Special Meeting - Updated - 8/20/2013 Page 19 / 104 City of Grand Island Tuesday, August 20, 2013 Special Meeting - Updated Item -3 Heartland Public Shooting Park 2013-2014 Budget Staff Contact: Todd McCoy Grand Island Special Meeting - Updated - 8/20/2013 Page 20 / 104 Heartland Public Shooting Park Grand Island Special Meeting - Updated - 8/20/2013 Page 21 / 104 Brief History In 1974 Grand Island Parks & Recreation developed a skeet range along South Locust by the City well field site. The Grand Island Skeet and Sporting Clay Club was formed during this time to operate the facility. In 2001 the skeet range was required to move from the South Locust site with the arrival of the I-80 interchange project. With the support from the Skeet and Sporting Clay Club, the City purchased 412 acres of ground at the former Cornhusker Army Ammunition plant for $350,000. The Club was able to raise $175,000 from the Reynolds and Kaufmann-Cummings Foundations to help with the purchase. Grand Island Special Meeting - Updated - 8/20/2013 Page 22 / 104 In February of 2004, City Council authorized $100,000 be loaned to the Grand Island Skeet and Sporting Clay Club to assist in the cost of relocating the skeet range to it’s current location. $10,000 remains unpaid. April 1, 2004 Heartland Public Shooting Park opened to the public under the management of the GI Skeet and Sporting Clay Club. HPSP grew in popularity quickly. At the Skeet Clubs request, the City took over operation of the HPSP in October of 2005. Over $4 million of private and public money has been invested to date at the Heartland Public Shooting Park. Grand Island Special Meeting - Updated - 8/20/2013 Page 23 / 104 HPSP Today Sporting clay range Trap machines Skeet field Multiple rifle and pistol ranges 3-D archery range Classroom space RV park Fishing & retriever training lake Grand Island Special Meeting - Updated - 8/20/2013 Page 24 / 104 Serving the Community GI Senior High, Central Catholic, Northwest, and Centura High School trap clubs all call HPSP their home range. HPSP provides youth hunter educational classes, bow hunter education, law enforcement training, and safety instructor courses. Leagues are provided for skeet, trap, sporting clays, rimfire, action hand gun, and cowboy action. Goodwill Platte River Charity Shoot, Indian Island Championships, Hope Harbor Charity Shoot, Kriz-Davis Company Event, Elks Charity Shoot, Nebraska Concrete Association Fun Shoot, Big Brother/Sister Charity Shoot and more! Grand Island Special Meeting - Updated - 8/20/2013 Page 25 / 104 HPSP has become a nationally recognized recreational shooting sports facility. 4-H National Championships Zombies in the Heartland Collegiate Clay Championship ASPSA Area 3 Championships Nationally Recognized & Providing Local Economic Impact Attracting thousands of annual visitors! Grand Island Special Meeting - Updated - 8/20/2013 Page 26 / 104 Financial Trend Grand Island Special Meeting - Updated - 8/20/2013 Page 27 / 104 Facility Use Trends Grand Island Special Meeting - Updated - 8/20/2013 Page 28 / 104 Recommend Added Staff Heartland Public Shoot Park (HPSP) is one of Central Nebraska’s premier recreational attractions. HPSP boosts the local economy by hosting numerous regional and national events, local charity shoots, leagues, and local youth events. The customer base and number of events have grown significantly while staff has remained the same. The HPSP staff has overreached its capacity to meet current demand and to facilitate future growth. It is recommended to add 0.50 FTE’s to the budget to hire a full time office manager position. This position will enhance customer service, improve completion of administrative responsibilities, and allow other staff to focus on shooting sport events to foster future growth. Grand Island Special Meeting - Updated - 8/20/2013 Page 29 / 104 GI Skeet and Sporting Clay Club Requests Loan Forgiven March 22, 2004 – Resolution 2004-46 Contract approval for the City to loan $100,000 to GI Skeet and Sporting Clay Club for improvements to the Heartland Public Shooting Park April 14, 2009 – Resolution 2009-85 Remaining $25,000 will be repaid over the next five years in annual payments of $5,000 Grand Island Special Meeting - Updated - 8/20/2013 Page 30 / 104 GI Skeet and Sporting Clay Club Requests for final $10,000 forgiven The GI Skeet and Sporting Clay Club has facilitated over $200,000 of donated capital assets to HPSP since the 2004 loan. Public Address System 2004 $8,035 Audio & Visual Equipment 2004 $7,500 Storage Building 2006 $50,000 Fencing 2007 $4,850 Shop Building Expansion 2011 $43,585 Wireless Project 2012 $32,786 Pavilion Project 2012 $58,272 Grand Island Special Meeting - Updated - 8/20/2013 Page 31 / 104 GI Skeet and Sporting Clay Club Loan Payments Payments Loan Date Received Balance Mar-04 $100,000 Sept-06 $25,000 $75,000 Sept-07 $25,000 $50,000 Aug-08 $25,000 $25,000 Sept-09 $5,000 $20,000 Oct-10 $5,000 $15,000 Nov-11 $5,000 $10,000 Grand Island Special Meeting - Updated - 8/20/2013 Page 32 / 104 City of Grand Island Tuesday, August 20, 2013 Special Meeting - Updated Item -4 General Fund 2013-2014 Budget Discussion continued Staff Contact: Jaye Monter Grand Island Special Meeting - Updated - 8/20/2013 Page 33 / 104 GENERAL FUND DISCUSSIONS CONTINUED 2013-2014 Budget Foundation City of Grand Island Grand Island Special Meeting - Updated - 8/20/2013 Page 34 / 104 General Fund Cash Balance Forecast Budget 9/30/2013 9/30/2014 Beginning Cash Balance 9/30/12 8,463,182 10,157,318 Revenue 39,136,946 40,670,170 Appropriations (35,482,572) (40,406,859) Capital (1,260,238) (1,337,987) Transfer 400 Capital (700,000) (700,000) Ending Cash Balance 10,157,318 8,382,642 Cash Balance Change 1,694,136 (1,774,676) Grand Island Special Meeting - Updated - 8/20/2013 Page 35 / 104 2014 Budget – Revenues 2013 2014 Forecast Budget Revenue as of 8/6/13 39,136,946 40,670,170 Decreased Revenue Forecast (8,723) (1,048) Pension Transfers In - related to 483,000 Council decision 8/15/15 Funding from FTE Vacancies 300,000 True-up of Employee Health Premiums (37,391) Insurance Proceeds - Police Vehicle 20,000 Adjusted Revenue $ 39,128,223 $ 41,434,731 Grand Island Special Meeting - Updated - 8/20/2013 Page 36 / 104 2014 Budget – Appropriations 2013 2014 Forecast Budget Appropriations as of 8/6/13 35,482,572 40,406,859 Increased Funding for Problem 25,000 Resolution Team True-up of Salary Adjustments (101,574) Adjusted Appropriations $ 35,482,572 $ 40,330,285 Grand Island Special Meeting - Updated - 8/20/2013 Page 37 / 104 2014 Budget – Capital 2013 2014 Forecast Budget Transfers as of 8/6/13 700,000 700,000 One Time Cash Increase 905,000 transferred to 400 Fund future infrastructure needs $ 700,000 $ 1,605,000 Grand Island Special Meeting - Updated - 8/20/2013 Page 38 / 104 2014 Budget – Transfers to 400 Fund 2013 2014 Forecast Budget Transfers as of 8/6/13 700,000 700,000 One Time Cash Increase 905,000 transferred to 400 Fund future infrastructure needs $ 700,000 $ 1,605,000 Grand Island Special Meeting - Updated - 8/20/2013 Page 39 / 104 2014 Budget Summary 2013 2014 Forecast Budget Beginning Cash Balance 8,463,182 10,082,594 Revenue 39,128,223 41,434,731 Appropriations (35,482,573) (40,330,285) Capital (1,326,238) (1,357,987) Transfers to 400 Fund (Capital) (700,000) (1,605,000) Ending Cash Balance 10,082,594 8,224,053 Grand Island Special Meeting - Updated - 8/20/2013 Page 40 / 104 Increased Appropriations Quartile Ranking Qrt 1 $2,846,408 $2,899,772 $144,988 $3,044,760 Qrt 2 $2,164,507 $2,360,413 $100,317 $2,460,730 Qrt 3 $1,743,734 $1,839,753 $59,792 $1,899,545 Qrt 4 $1,306,824 $1,368,888 $34,223 $1,403,111 TOTALS $8,061,473 $8,468,826 $339,320 $8,808,146 5.00% 4.00% 2014 Target Budget 2.50% 3.25% 4.25% 2013 Budget Increase (Reduce) %Impact2012 Budget $3,044,760 $2,460,730 $1,899,545 $1,403,111 $0 $500,000 $1,000,000 $1,500,000 $2,000,000 $2,500,000 $3,000,000 $3,500,000 1 2 3 4Quartile Ranking (Quartile 1: Highest Rated Programs; Quartile 4: Lowest Rated Programs)2014 Priority Based Budgeting Grand Island Special Meeting - Updated - 8/20/2013 Page 41 / 104 Program Prioritization Operating Budget Reasons Over(Under) Target Admin-$11,387 included benefit of State Lottery Match 2.5% increase Economic Development-$45,000 budgeted Increase Human Resources-$22,000 increase due to-6 new salary surveys needed for 2014 contract negotiations 2013 2014 2014 Over (Under) Budget Increase Target Budget Target Administration 68,160 11,387 79,547 70,172 (9,375) Economic Development 375,000 - 375,000 420,000 45,000 Mayor 7,972 399 8,371 8,371 - Council 11,982 599 12,581 12,581 - Clerk 24,592 774 25,366 25,366 - Finance 294,052 13,303 307,355 307,302 (53) Legal 43,504 1,637 45,141 45,087 (54) City Hall 191,058 4,776 195,834 195,834 - Human Resources 86,968 3,946 90,914 112,914 22,000 Grand Island Special Meeting - Updated - 8/20/2013 Page 42 / 104 Program Prioritization Operating Budget 2013 2014 2014 Over (Under) Budget Increase Target Budget Target Building 61,127 3,030 64,157 89,157 25,000 Fire 645,062 28,062 673,124 673,123 (1) Police 1,611,449 61,268 1,672,717 1,690,717 18,000 Emergency Management 91,791 4,300 96,091 78,785 (17,306) Engineering 92,149 3,755 95,904 95,904 - Streets 3,270,718 146,103 3,416,821 3,520,841 104,020 Planning 20,155 915 21,070 21,070 - Library 549,563 17,287 566,850 566,850 - Reasons Over(Under) Target Building-$25,000 increase to PRT Budget Police-Budgeted increase related to pending contract negotiations with Central NE Humane Society Emergency Mgmt-Offset to Increase in Personnel Costs to General Fund Streets-Chip Seal Contract Resolution 2013-61 complete after 9/30/13 Grand Island Special Meeting - Updated - 8/20/2013 Page 43 / 104 Program Prioritization Operating Budget Reason Over(Under) Target Parks Departments-Increase in Budgeted Revenues in excess of 2.5% projected revenue growth 2013 2014 2014 Over (Under) Budget Increase Target Budget Target Park Administration 14,538 472 15,010 16,338 1,328 Park Operations 336,015 11,453 347,468 387,806 40,338 Greenhouse 14,382 360 14,742 14,742 - Cemetery 57,579 1,439 59,018 61,529 2,511 Recreation 349,516 14,304 363,820 365,654 1,834 Heartland Public Shoot Park 202,702 8,204 210,906 211,106 200 Public Information 48,792 1,549 50,341 50,341 - General Fund Subtotal 8,468,826 339,322 8,808,148 9,041,590 233,442 Grand Island Special Meeting - Updated - 8/20/2013 Page 44 / 104 Program Prioritization Payroll Budget 2013 2014 Authorized Budget Budget Increase Combined Administration 2,932,579 3,129,229 196,650 Building 866,624 923,241 56,617 Fire 5,970,066 6,386,222 416,156 Police 7,363,489 8,723,086 1,359,597 Emergency Management 1,000,597 1,122,677 122,080 Public Works 2,623,876 2,991,889 368,013 Planning 228,116 251,137 23,021 Library 1,124,599 1,205,505 80,906 Parks & Recreation 2,308,160 2,436,059 127,899 General Fund 24,418,106 27,169,045 2,750,939 Grand Island Special Meeting - Updated - 8/20/2013 Page 45 / 104 Projected Growth 2013 Forecast 2014 Budget 2015 2016 2017 Beginning Cash 8,463,182 10,082,594 8,224,053 6,211,363 2,152,691 Revenue 39,128,223 41,434,731 42,677,773 43,958,106 45,276,849 Personnel Services 23,615,576 27,177,954 29,895,749 32,885,324 34,529,591 Operating Expense 8,881,724 9,539,793 9,825,987 10,120,766 10,424,389 Transfers Out 1,616,616 3,147,538 1,500,000 1,500,000 1,500,000 Dept Equipment 1,326,238 1,357,987 1,398,727 1,440,688 1,483,909 Debt Payments 2,068,657 2,070,000 2,070,000 2,070,000 1,271,000 Total Appropriations 37,508,811 43,293,272 44,690,463 48,016,778 49,208,889 Ending Cash 10,082,594 8,224,053 6,211,363 2,152,691 (1,779,349) Assumptions: No New Tax Authority 3% Revenue Growth in all Years 10% Personnel Services Growth in 2015, 2016, 5% in 2017 No Additional Employees 3% Operating Expense Growth in all Years 3% Department Equipment Growth in all Years Debt payments based on actual payment schedule Grand Island Special Meeting - Updated - 8/20/2013 Page 46 / 104 2013-2014 Budget Meeting Schedule Updated Tuesday, August 6, 2013 - Study Session Thursday, August 8, 2013 - Study Session General Fund Overview and Capital Enterprise Funds 400 Capital Fund Fee Schedule MPO Budget Tuesday, August 13, 2013 - Council Meeting Thursday, August 15, 2013 - Special Meeting Health Insurance, Insurance Reserve Fund Community Redevelopment Authority 2014 Full-Time Equivalents requests Fire Reserve General Fund Discussions continued Tuesday, August 20, 2013 - Special Meeting Thursday, August 22, 2013 - No Meeting **Receipt of property tax valuation No meeting necessary-Council to form questions for Golf, Cemetery, Recreation public hearing August 27, 2013. Heartland Public Shoot Park Humane Society Monday, August 26, 2013-No Meeting Salary Ordinance, FOP Contract Questions from Council due to Administration Health Insurance General Fund Budget Discussion continued Tuesday, August 27, 2013 - Special Meeting Public Hearing 2013-2014 Budget City/CRA Address Questions from Council Thursday, August 29, 2013 - Special Meeting Tuesday, September 10, 2013 - Council Meeting Public Hearing 2013-2014 Budget City/CRA continued Public Hearing 2013-2014 Budget City/CRA continued Address Questions from Council continued Public Hearing Tax Requests Approve Lid Limit Increase Board of Equalization for BIDs Public Hearing Downtown Parking District No. 1 Ordinance Approving 2013-2014 City/CRA Budget Grand Island Special Meeting - Updated - 8/20/2013 Page 47 / 104 City of Grand Island Tuesday, August 20, 2013 Special Meeting - Updated Item F1 #9439 - Consideration of Salary Ordinance Staff Contact: Brenda Sutherland Grand Island Special Meeting - Updated - 8/20/2013 Page 48 / 104 Council Agenda Memo From:Brenda Sutherland, Human Resources Director Meeting:August 20, 2013 Subject:Salary Ordinance Item #’s:F-1 Presenter(s):Brenda Sutherland, Human Resources Director Background A Salary Ordinance is presented each year as a part of the budget process. Wages for City employees are presented to the City Council for approval in the form of a salary ordinance. Some wages are set as a part of negotiated labor agreements and others through salary surveys that are conducted. Discussion Wages for the proposed FOP labor agreement are presented for approval. The first year of the agreement wages will increase for positions of police officer and sergeant by 7% at the bottom step and 8% at the top step. This is a result of a newly negotiated labor agreement that has also been brought forward for Council consideration at this meeting. The Training and Special Events Bank will be reduced from fifty (50) hours to thirty (30) hours. Additionally, there are changes in the Ordinance to reflect the wages that have been agreed to by Council for the employees covered under the AFSCME, IAFF and IBEW labor agreements. The AFSCME wage scale will increase by 1.5% and the IAFF wage scale will increase by 2.5%. The IBEW Finance, Service/Clerical, Wastewater and Utilities agreements will increase by 2.75%. The non-union positions were surveyed this summer by Paul Essman. As the City has become a metropolitan statistical area (MSA) a new array has been used as will be the case for labor negotiations going forward as well. The Cities used in the new array for non-union employees are as follows; Ames, IA, Cheyenne, WY, Iowa City, IA, Jefferson City, MO, Lawrence, KS, Rapid City, SD, Manhattan, KS, Sioux City, IA and St. Joseph, Grand Island Special Meeting - Updated - 8/20/2013 Page 49 / 104 MO. As it is difficult to find matches for power generating utilities, public utilities were used for comparable matches. As is the case with all surveys, there were positions that experienced no movement, some that saw small movement and others that will have significant movement. The non-union increases are being implemented in a similar fashion as those for the FOP in that positions that are experiencing greater than a 5% increase will be spread out over the course of three years. Attached is a chart that shows the scheduled salary changes for years 2013, 2014 and 2015. Some positions will be at market midpoint in the first year and therefore a 0% is listed in following years. Those positions would be eligible for an across the board increase. Where I have indicated a 0% at the bottom or the top step in future years means that the step needs to remain unchanged to get closer to comparability. I have recommended changes to both the top and bottom steps to bring the City of Grand Island into comparability in its new array. New positions have been added to this salary ordinance. The new positions include the MPO Program Manager with a salary range of $23.6000- $35.0800, Civil Engineer I with a salary range of $27.0775 - $38.0973, Civil Engineer II with a salary range of $31.4068 - $44.1455, the Office Coordinator at the Heartland Shooting Park with a range of $15.1173 - $21.4842, a GIS Coordinator with a range of $24.5800 – $37.3300 and a Registered Land Surveyor with a range of $24.1600 – 34.2000. The Fire Department is recommending splitting the Division Chiefs by their titles/duties and setting their salary ranges according to comparability. The attached chart shows future movement that will need to be planned for in future budgets. Next year the City will be negotiating six labor agreements that may be impacted similarly by the new array. As the City moves forward, a 5% -6% budgeted salary increase may be needed until we are in line with comparability. The wages represented in this proposed Ordinance are included in the proposed 2013/2014 fiscal year budget. Alternatives It appears that the Council has the following alternatives concerning the issue at hand. The Council may: 1.Move to approve 2.Refer the issue to a Committee 3.Postpone the issue to future date 4.Take no action on the issue Recommendation City Administration recommends that the Council approve proposed Salary Ordinance No. 9439. Grand Island Special Meeting - Updated - 8/20/2013 Page 50 / 104 Sample Motion Move to approve Salary Ordinance No. 9439. Grand Island Special Meeting - Updated - 8/20/2013 Page 51 / 104 Approved as to Form ¤ ___________ ¤ City Attorney ORDINANCE NO. 9439 An ordinance to amend Ordinance 9424 known as the Salary Ordinance which lists the currently occupied classifications of officers and employees of the City of Grand Island, Nebraska and established the ranges of compensation of such officers and employees; to add the non-union positions and salary ranges for Life Safety Inspector, Shift Commander, Wastewater Plant Project Manager, Wastewater Plant Regulatory Compliance Manager; to remove the positions and salary ranges of Wastewater Engineering/Operations Superintendent and the Wastewater Plant Process Supervisor; to remove the reference to the voluntary uniform allowance in Section 8 for Engineering Technician Supervisor– a position that was removed in Ordinance 9268; to add the non-union positions and salary ranges for MPO Program Manager, GIS Coordinator-PW, Registered Land Surveyor, and Office Coordinator - Shooting Park, Civil Engineer I, and Civil Engineer II; to amend the salary ranges of non-union employees; to move the position of Life Safety Inspector from non-union to the IAFF labor agreement; to amend the salary ranges of the employees covered under the AFSCME labor agreement, IBEW-Utilities and IBEW-Finance labor agreements, the IBEW-WWTP labor agreement, the IBEW- Service/Clerical labor agreement, the FOP labor agreement and the IAFF labor agreement; and to repeal those portions of Ordinance No. 9424 and any parts of other ordinances in conflict herewith; to provide for severability; to provide for the effective date thereof; and to provide for publication of this ordinance in pamphlet form. BE IT ORDAINED BY THE MAYOR AND COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA: SECTION 1. The currently occupied classifications of officers and general employees of the City of Grand Island, and the ranges of compensation (salary and wages, excluding shift differential as provided by Personnel Rules & Regulations) to be paid for such Grand Island Special Meeting - Updated - 8/20/2013 Page 52 / 104 ORDINANCE NO. 9439(Cont.) - 2 - classifications, and the number of hours and work period which certain officers and general employees shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Min/Max Overtime Eligibility Accountant 22.4279/31.6234 /32.0978 Exempt Accounting Technician – Solid Waste 15.5678/20.4664 16.5408/21.4897 40 hrs/week Assistant to the City Administrator 21.8156/30.7100 Exempt Assistant Utilities Director – Distribution 42.3235/59.5726 44.4396/62.7001 Exempt Assistant Utilities Director – Production 45.8314/64.5335 48.1230/67.9215 Exempt Assistant Utilities Director – Transmission 45.8314/64.5335 48.1230/67.9215 Exempt Attorney 27.9079/43.0605 Exempt Biosolids Technician 17.6851/24.8946 /26.0771 40 hrs/week Building Department Director 32.6923/46.5165 /47.7958 Exempt CADD Operator 20.0830/28.3238 /28.8903 40 hrs/week Cemetery Superintendent 19.0049/26.7560 19.9551/28.4283 Exempt City Administrator 55.9204/78.6858 58.3875/77.1429 Exempt City Attorney 38.6391/54.3834 39.5085/56.9666 Exempt City Clerk 23.3413/32.8583 24.6251/34.9120 Exempt Civil Engineer I 27.0775/38.0973 Exempt Civil Engineer II 31.4068/44.1455 Exempt Civil Engineering Manager – Utility PCC 33.2113/47.4194 34.2076/49.7904 Exempt Collection System Supervisor 22.4072/31.8516 40 hrs/week Community Service Officer 12.5580/17.0727 13.1859/18.0971 40 hrs/week Crime Analyst 16.9250/23.9146 17.8982/25.4093 40 hrs/week Custodian – Library, Police 11.5082/16.2398 12.0836/17.0518 40 hrs/week Customer Service Representative – Part time 8.3028/12.4542 8.6349/12.9524 40 hrs/week Electric Distribution Superintendent 32.4329/44.4511 34.0545/46.6736 Exempt Grand Island Special Meeting - Updated - 8/20/2013 Page 53 / 104 ORDINANCE NO. 9439(Cont.) - 3 - Classification Hourly Pay Range Min/Max Overtime Eligibility Electric Distribution Supervisor 27.3888/37.5598 28.7582/39.4378 40 hrs/week Electric Underground Superintendent 28.8834/39.5940 30.3276/41.5738 Exempt Electrical Engineer I 26.2888/36.2831 27.0775/38.0973 Exempt Electrical Engineer II 30.4920/42.0433 31.4068/44.1455 Exempt Emergency Management Deputy Director 22.1684/30.3155 23.2769/31.9071 Exempt Emergency Management Director 31.5506/43.1330 33.1281/45.3975 Exempt Engineering Technician - WWTP 19.5842/27.6691 40 hrs/week Equipment Operator - Solid Waste 15.6941/22.1018 16.4788/23.2069 40 hrs/week Finance Director 37.0389/52.1218 38.4279/54.8583 Exempt Fire Chief 35.3388/50.0763 37.1058/52.7053 Exempt Fire EMS Division Chief 28.9011/41.7174 30.3461/43.8033 Exempt Fire Operations Division Chief 30.3461/43.8033 Exempt Fire Prevention Division Chief 30.3461/43.8033 Exempt Fleet Services Shop Foreman 19.9371/27.7729 20.9340/29.5087 40 hrs/week GIS Coordinator - PW 24.5800/37.3300 40 hrs/week Golf Course Superintendent 23.6733/34.1660 Exempt Grounds Management Crew Chief – Cemetery 17.7504/24.9797 18.1054/26.2287 40 hrs/week Grounds Management Crew Chief – Parks 18.2829/25.7289 19.0599/27.0153 40 hrs/week Human Resources Director 33.4291/47.6270 /49.5321 Exempt Human Resources Benefits/Risk Mgmt Coordinator 17.9029/26.3095 18.5295/27.9538 40 hrs/week Human Resources Recruiter 17.9029/26.3095 18.5295/27.9538 40 hrs/week Human Resources Specialist 16.5454/23.2779 17.6209/25.9549 40 hrs/week Information Technology Manager 30.0500/42.2806 31.5525/45.4516 Exempt Legal Secretary 19.6880/26.4755 /26.6079 40 hrs/week Librarian I 17.1973/23.9225 17.8423/25.0589 Exempt Librarian II 19.0445/26.8284 Exempt Grand Island Special Meeting - Updated - 8/20/2013 Page 54 / 104 ORDINANCE NO. 9439(Cont.) - 4 - Classification Hourly Pay Range Min/Max Overtime Eligibility 19.7586/28.1028 Library Assistant I 12.0495/16.5849 /17.4141 40 hrs/week Library Assistant II 13.2741/18.2973 13.9378/19.2122 40 hrs/week Library Assistant Director 21.6911/30.9176 24.1856/35.5553 Exempt Library Director 29.3500/41.3135 31.9181/45.7548 Exempt Library Page 7.7112/10.6691 /10.9625 40 hrs/week Library Secretary 14.4158/20.4872 14.8122/21.0506 40 hrs/week Life Safety Inspector 19.5217/27.6989 40 hrs/week Maintenance Worker – Golf 14.4702/20.4067 14.8681/21.4781 40 hrs/week Manager of Engineering Services 31.9969/45.9249 32.3969/48.2211 Exempt Meter Reader Supervisor 18.2004/25.6316 18.2914/26.7210 Exempt MPO Program Manager 23.6000/35.0800 Exempt Office Coordinator – Shooting Park 15.1173/21.4842 40 hrs/week Office Manager – Police Department 15.7649/21.8370 16.5531/22.9288 40 hrs/week Parks and Recreation Director 33.1958/46.6910 34.8556/49.9594 Exempt Parks Superintendent 23.1960/32.8064 24.3558/34.9389 Exempt Payroll Specialist 16.5454/23.2779 17.3727/24.4418 40 hrs/week Planning Director 32.9151/46.3066 34.5609/49.0850 Exempt Police Captain 27.7936/39.0959 29.5308/41.0508 Exempt Police Chief 35.3388/50.0763 37.1058/52.7053 Exempt Power Plant Maintenance Supervisor 29.1128/40.9509 30.0590/42.4865 Exempt Power Plant Operations Supervisor 30.3053/43.6313 31.8206/45.8129 Exempt Power Plant Superintendent – Burdick 33.1911/46.7060 34.8506/49.1581 Exempt Power Plant Superintendent – PGS 38.2643/53.8199 40.1775/56.6455 Exempt Project Manager – Public Works 29.5060/41.5140 Exempt Public Information Officer 20.8400/29.3296 Exempt Grand Island Special Meeting - Updated - 8/20/2013 Page 55 / 104 ORDINANCE NO. 9439(Cont.) - 5 - Classification Hourly Pay Range Min/Max Overtime Eligibility 21.1425/31.8960 Public Works Director 37.1814/52.3223 38.8546/54.9384 Exempt Public Works Engineer 30.8040/43.3500 /44.5421 Exempt Receptionist 12.8693/18.6191 13.5449/19.9690 40 hrs/week Recreation Coordinator 16.8131/23.4554 17.6958/25.3319 Exempt Recreation Superintendent 21.7221/31.1666 24.2201/35.4520 Exempt Registered Land Surveyor 24.1600/34.2000 Exempt Regulatory and Environmental Manager 28.7103/40.3848 29.5716/42.4040 Exempt Senior Accountant 27.3163/38.0269 Exempt Senior Electrical Engineer 33.3669/46.0079 34.3679/48.3083 Exempt Senior Public Safety Dispatcher 16.8132/22.9781 17.6539/23.6674 40 hrs/week Senior Utility Secretary 14.8672/21.2293 15.2760/21.8131 40 hrs/week Shift Commander 20.0200/26.7093 21.0210/27.5106 212 hrs/28 days Shooting Range Superintendent 21.7221/31.1666 22.5910/33.1924 Exempt Solid Waste Division Clerk - Full Time 14.8309/19.8645 15.7208/20.8577 40 hrs/week Solid Waste Division Clerk - Part Time 13.2052/18.0379 13.9975/18.9398 40 hrs/week Solid Waste Foreman 16.4790/23.1878 17.6737/24.9849 40 hrs/week Solid Waste Superintendent 23.8484/33.5591 25.3985/36.7473 Exempt Street Superintendent 24.3895/35.5048 25.6090/37.2800 Exempt Street Foreman 19.1795/27.2539 20.1385/28.8891 40 hrs/week Turf Management Specialist 21.2760/30.1185 40 hrs/week Utilities Director 53.9371/77.2888 58.5218/81.9261 Exempt Utility Production Engineer 34.1231/48.0224 35.1468/50.4235 Exempt Utility Services Manager 27.7625/38.6391 Exempt Utility Warehouse Supervisor 22.6459/31.6337 23.8914/33.2154 40 hrs/week Victim Assistance Unit Coordinator 13.0250/18.3388 40 hrs/week Grand Island Special Meeting - Updated - 8/20/2013 Page 56 / 104 ORDINANCE NO. 9439(Cont.) - 6 - Classification Hourly Pay Range Min/Max Overtime Eligibility 13.6763/19.2557 Wastewater Plant Chief Operator 19.6672/27.7209 20.6506/29.1069 40 hrs/week Wastewater Plant Engineer 31.9969/45.9249 /46.6138 Exempt Wastewater Plant Operations Engineer 30.8040/43.3500 /44.0003 Exempt Wastewater Plant Maintenance Supervisor 23.7771/32.0177 40 hrs/week Wastewater Plant Project Manager 29.5060/41.5140 Exempt Wastewater Plant Regulatory Compliance Manager 25.2356/35.5355 /36.0685 Exempt Water Superintendent 25.1378/35.5048 26.3948/37.9014 Exempt Water Supervisor 21.7014/31.2704 22.7865/32.8339 40 hrs/week Worker / Seasonal 7.2500/20.0000 Exempt Worker / Temporary 7.2500/20.0000 40 hrs/week A shift differential of $0.10 per hour shall be added to the base hourly wage for persons in the employee classification Senior Public Safety Dispatcher who work a complete shift that begins between 3:00 p.m. and 11:00 p.m. This does not include persons who work the day shift. Shift differential will only be paid for actual hours worked. Paid leave will not qualify for the shift differential pay. SECTION 2. The currently occupied classifications of employees of the City of Grand Island included under the AFSCME labor agreement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the AFSCME labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Min/Max Overtime Eligibility Equipment Operator – Streets 14.5767/21.5934 14.7954/21.9173 40 hrs/week Grand Island Special Meeting - Updated - 8/20/2013 Page 57 / 104 ORDINANCE NO. 9439(Cont.) - 7 - Classification Hourly Pay Range Min/Max Overtime Eligibility Fleet Services Mechanic 16.6282/24.6359 16.8776/25.0054 40 hrs/week Horticulturist 15.3913/22.8439 15.6222/23.1866 40 hrs/week Maintenance Worker – Cemetery 14.4663/21.4480 14.6833/21.7697 40 hrs/week Maintenance Worker – Parks 14.3698/21.3172 14.5853/21.6370 40 hrs/week Maintenance Worker – Streets 14.0660/20.8518 14.2770/21.1646 40 hrs/week Senior Equipment Operator – Streets 15.9708/23.6876 16.2104/24.0429 40 hrs/week Senior Maintenance Worker – Streets 15.9708/23.6876 16.2104/24.0429 40 hrs/week Traffic Signal Technician 15.9708/23.6876 16.2104/24.0429 40 hrs/week SECTION 3. The currently occupied classifications of employees of the City of Grand Island included under the IBEW labor agreements, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the IBEW labor agreements shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Min/Max Overtime Eligibility Accounting Clerk 14.9673/19.8062 15.3789/20.3509 40 hrs/week Cashier 13.7374/18.7196 14.1152/19.2344 40 hrs/week Custodian 16.0413/18.9426 16.4824/19.4635 40 hrs/week Electric Distribution Crew Chief 29.3015/37.2660 30.1073/38.2908 40 hrs/week Electric Underground Crew Chief 29.3015/37.2660 30.1073/38.2908 40 hrs/week Engineering Technician I 18.4653/26.4203 18.9731/27.1469 40 hrs/week Engineering Technician II 22.8267/31.2985 23.4544/32.1592 40 hrs/week GIS Coordinator 23.4851/32.9545 24.1309/33.8607 40 hrs/week Instrument Technician 27.5431/36.3866 40 hrs/week Grand Island Special Meeting - Updated - 8/20/2013 Page 58 / 104 ORDINANCE NO. 9439(Cont.) - 8 - Classification Hourly Pay Range Min/Max Overtime Eligibility 28.3005/37.3872 Lineworker Apprentice 17.8613/26.1902 18.3525/26.9104 40 hrs/week Lineworker First Class 27.0737/32.0204 27.8182/32.9010 40 hrs/week Materials Handler 22.2927/29.8827 22.9057/30.7045 40 hrs/week Meter Reader 16.0618/20.9450 16.5035/21.5210 40 hrs/week Meter Technician 21.5951/26.6894 22.1890/27.4234 40 hrs/week Power Dispatcher I 27.0437/37.6013 27.7874/38.6353 40 hrs/week Power Dispatcher II 28.4043/39.4869 29.1854/40.5728 40 hrs/week Power Plant Maintenance Mechanic 25.5997/31.8764 26.3037/32.7530 40 hrs/week Power Plant Operator 30.2423/35.2271 31.0740/36.1958 40 hrs/week Senior Accounting Clerk 16.8236/22.0375 17.2862/22.6435 40 hrs/week Senior Engineering Technician 28.8821/35.3452 29.6764/36.3172 40 hrs/week Senior Materials Handler 25.6677/33.4801 26.3736/34.4008 40 hrs/week Senior Meter Reader 19.0229/22.5779 19.5460/23.1988 40 hrs/week Senior Power Dispatcher 32.8576/45.0898 33.7612/46.3298 40 hrs/week Senior Power Plant Operator 29.8174/38.2249 30.6374/39.2761 40 hrs/week Senior Substation Technician 35.1077/36.3866 36.0732/37.3872 40 hrs/week Senior Water Maintenance Worker 20.8590/27.4666 21.4326/28.2219 40 hrs/week Substation Technician 32.5005/33.7907 33.3943/34.7199 40 hrs/week Systems Technician 28.6421/36.3866 29.4298/37.3872 40 hrs/week Tree Trim Crew Chief 25.6577/31.8632 26.3633/32.7394 40 hrs/week Utility Electrician 25.7121/33.7907 26.4192/34.7199 40 hrs/week Utility Technician 25.1128/35.3247 25.8034/36.2961 40 hrs/week Utility Warehouse Clerk 18.5559/22.8936 19.0662/23.5232 40 hrs/week Grand Island Special Meeting - Updated - 8/20/2013 Page 59 / 104 ORDINANCE NO. 9439(Cont.) - 9 - Classification Hourly Pay Range Min/Max Overtime Eligibility Water Maintenance Worker 17.3788/24.0331 17.8567/24.6940 40 hrs/week Wireworker I 19.5235/27.6062 20.0604/28.3654 40 hrs/week Wireworker II 27.0737/32.0204 27.8182/32.9010 40 hrs/week SECTION 4. The currently occupied classifications of employees of the City of Grand Island included under the FOP labor agreement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the FOP labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Min/Max Police Officer 18.1153/25.3239 19.3834/ 27.3498 Police Sergeant 22.6731/31.0673 24.2602/ 33.5527 OVERTIME ELIGIBILITY The City has reserved its right to the utilization of the 207(k) FLSA exemption and will implement this as the hours of work effective the first full pay period following the execution of the labor agreement. The pay period for purposes of calculating overtime shall consist of a fourteen (14) day cycle that runs concurrent with the City’s current payroll cycle. For purposes of calculating eligibility for overtime, “hours worked” shall include actual hours worked, vacation, personal leave and holiday hours. Employees shall be eligible for overtime when they exceed their hours scheduled for work in the fourteen (14) day pay cycle with a minimum of Grand Island Special Meeting - Updated - 8/20/2013 Page 60 / 104 ORDINANCE NO. 9439(Cont.) - 10 - eighty (80) hours. There shall also be established for each employee in the bargaining unit a Training and Special Events bank of fifty thirty (5030) hours per individual per contract year. Each employee may be scheduled for training or special event duty with a minimum of seven (7) days notice prior to the commencement of the pay period and the training and special events bank hours may be added to the eighty (80) hour, two (2) week pay period up to eighty-six (86) hours and these hours shall not be eligible for overtime. Training and special events hours worked in excess of eighty-six (86) hours in a two week pay period will be eligible for overtime, but will not be subtracted from the training Training and special Special events Events bank. All work completed after eighty (80) hours in a pay period that is performed for work that is funded by grants from parties outside or other than the City of Grand Island, shall be paid overtime for the time worked after eighty (80) hours, if the time is funded at overtime rates by the grant. Any such grant hours are not deducted from the training Training and special Special events Events bank. SECTION 5. The currently occupied classifications of employees of the City of Grand Island included under the IAFF labor agreement, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees included under the IAFF labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Min/Max Overtime Eligibility Fire Captain 17.3016/23.9899 17.7341/24.5896 212 hrs/28 days Firefighter / EMT 12.8542/18.6543 13.1756/19.1207 212 hrs/28 days Firefighter / Paramedic 14.3516/20.2692 14.7104/20.7759 212 hrs/28 days Life Safety Inspector 19.5217/27.6989 40 hrs/week Grand Island Special Meeting - Updated - 8/20/2013 Page 61 / 104 ORDINANCE NO. 9439(Cont.) - 11 - IAFF employees will be eligible for overtime pay for hours worked in excess of 212 hours in each 28-day pay period, unless recall or mandatory overtime is required as specified in the IAFF labor agreement. SECTION 6. The currently occupied classifications of the employees of the City of Grand Island included under the IBEW-WWTP labor agreement, and the ranges of compensation salary and wages, excluding shift differential as provided by contract, to be paid for such classifications, and the number of hours and work period which certain such employees included under the IBEW-WWTP labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Min/Max Overtime Eligibility Accounting Technician – WWTP 14.7941/20.8166 15.2009/21.3891 40 hrs/week Equipment Operator – WWTP 16.7956/23.6332 17.2575/24.2831 40 hrs/week Maintenance Mechanic I 16.7956/23.6332 17.2575/24.2831 40 hrs/week Maintenance Mechanic II 18.8056/26.4615 19.3228/27.1892 40 hrs/week Maintenance Worker – WWTP 16.7956/23.6332 17.2575/24.2831 40 hrs/week Senior Equipment Operator – WWTP 18.1547/25.5454 18.6540/26.2479 40 hrs/week Wastewater Clerk 12.6376/17.7821 12.9851/18.2711 40 hrs/week Wastewater Plant Laboratory Technician 17.8292/25.0874 18.3195/25.7773 40 hrs/week Wastewater Plant Operator I 15.0216/21.1372 15.4347/21.7185 40 hrs/week Wastewater Plant Operator II 16.7956/23.6332 17.2575/24.2831 40 hrs/week SECTION 7. The currently occupied classifications of the employees of the City of Grand Island included under the IBEW-Service/Clerical labor agreement, and the ranges of compensation salary and wages to be paid for such classifications, and the number of hours and Grand Island Special Meeting - Updated - 8/20/2013 Page 62 / 104 ORDINANCE NO. 9439(Cont.) - 12 - work period which certain such employees included under the IBEW-Service/Clerical labor agreement shall work prior to overtime eligibility are as follows: Classification Hourly Pay Range Min/Max Overtime Eligibility Accounting Technician – Streets 15.8461/21.1529 16.2819/21.7346 40 hrs/week Accounts Payable Clerk 15.0304/21.7460 15.4437/22.3440 40 hrs/week Administrative Assistant 15.6343/22.4239 16.0642/23.0406 40 hrs/week Audio Video Technician 15.7825/22.2650 16.2165/22.8773 40 hrs/week Building Inspector 19.5217/27.6989 20.0585/28.4606 40 hrs/week Building Secretary 14.7127/20.9092 15.1173/21.4842 40 hrs/week Community Development Administrator 17.0325/24.4895 17.5009/25.1630 40 hrs/week Community Development Specialist 15.6343/22.4239 16.0642/23.0406 40 hrs/week Computer Operator 18.9920/24.9662 19.5143/25.6528 40 hrs/week Computer Programmer 21.6612/31.7452 22.2569/32.6182 40 hrs/week Computer Technician 19.5618/25.7156 20.0997/26.4228 40 hrs/week Electrical Inspector 19.5217/27.6989 20.0585/28.4606 40 hrs/week Emergency Management Coordinator 14.7127/20.9092 15.1173/21.4842 40 hrs/week Engineering Technician – Public Works 20.0830/28.3238 20.6353/29.1027 40 hrs/week Evidence Technician 14.6068/21.3752 15.0085/21.9630 40 hrs/week Finance Secretary 14.7127/20.9092 15.1173/21.4842 40 hrs/week GIS Coordinator 22.2676/31.2460 22.8800/32.1053 40 hrs/week Maintenance Worker I – Building, Library 15.3482/20.7715 15.7703/21.3427 40 hrs/week Maintenance Worker II – Building, Police 16.1744/21.9260 16.6192/22.5290 40 hrs/week Parks and Recreation Secretary 14.7127/20.9092 15.1173/21.4842 40 hrs/week Planning Secretary 14.7127/20.9092 15.1173/21.4842 40 hrs/week Planning Technician 20.1433/28.3407 40/hrs/week Grand Island Special Meeting - Updated - 8/20/2013 Page 63 / 104 ORDINANCE NO. 9439(Cont.) - 13 - 20.6972/29.1201 Plans Examiner 19.5217/27.6989 20.0585/28.4606 40 hrs/week Plumbing Inspector 19.5217/27.6989 20.0585/28.4606 40 hrs/week Police Records Clerk – Full Time 13.1344/18.2824 13.4956/18.7852 40 hrs/week Public Safety Dispatcher 14.8292/21.6612 15.2370/22.2569 40 hrs/week Shooting Range Operator 20.3795/27.6247 20.9399/28.3844 40 hrs/week Stormwater Technician 20.0830/28.3238 20.6353/29.1027 40 hrs/week Utility Secretary 14.7127/20.9092 15.1173/21.4842 40 hrs/week A shift differential of $0.10 per hour shall be added to the base hourly wage for persons in the employee classification Public Safety Dispatcher who work a complete shift that begins between 3:00 p.m. and 11:00 p.m. This does not include persons who work the day shift. Shift differential will only be paid for actual hours worked. Paid leave will not qualify for the shift differential pay. SECTION 8. The classification of employees included under labor agreements with the City of Grand Island, and the ranges of compensation (salary and wages, excluding shift differential as provided by contract) to be paid for such classifications, and the number of hours and work period which certain such employees shall work prior to overtime eligibility are as stated above. All employees covered by the IAFF labor agreement and Shift Commanders shall be paid a clothing and uniform allowance in addition to regular salary in the amount of $529.92 per year, divided into twenty-four (24) pay periods. All employees of the FOP labor agreement shall be paid a clothing and uniform allowance in addition to regular salary of $25.00 per pay period. If any such employee covered by the IAFF or FOP labor agreements shall resign, or his or her employment be terminated for any reason whatsoever, the clothing allowance shall be paid on a prorata basis, but no allowance shall be made for a fraction of a month. Employees covered Grand Island Special Meeting - Updated - 8/20/2013 Page 64 / 104 ORDINANCE NO. 9439(Cont.) - 14 - by the IBEW – Utilities, the IBEW – Finance labor agreements, and the non-union position of Meter Reader Supervisor who are required to wear full fire retardant clothing will be eligible for an annual stipend of $600 to purchase or rent required uniforms. Those employees who are required to wear partial fire retardant clothing will be eligible for an annual stipend of $350. Employees will be reimbursed for said purchases with a receipt showing proof of purchase. Fire Chief and Fire Division Chiefs shall be paid a clothing allowance of $484.08 per year, divided into 24 pay periods. Police Chief and Police Captains shall be paid a clothing allowance of $650.00 per year, divided into 26 pay periods. Non-union employees and employees covered by the FOP labor agreement, the IBEW Utilities, Finance, Service/Clerical and Wastewater Treatment Plant labor agreements may receive an annual stipend not to exceed $1,000 for bilingual pay. Employees covered by the AFSCME labor agreement shall be granted a meal allowance of $4.50 if they are required to work two (2) hours overtime consecutively with their normal working hours during an emergency situation, and if such overtime would normally interfere with and disrupt the employee’s normal meal schedule. Employees covered by the IBEW - Utilities and IBEW – Finance labor agreements shall be allowed a meal allowance for actual cost, or up to $7.00 per meal, if they are required to work two (2) hours overtime consecutively with their normal working hours and if such overtime would normally interfere with and disrupt the employee’s normal meal schedule. Direct supervisors of employees who are covered by labor agreements which allow overtime meal allowance shall be entitled to the same meal allowance benefit. Non-exempt direct supervisors of employees who are covered by labor agreements which allow stand-by pay shall be entitled to the same stand-by pay benefit. Grand Island Special Meeting - Updated - 8/20/2013 Page 65 / 104 ORDINANCE NO. 9439(Cont.) - 15 - Utilities Department personnel in the IBEW bargaining unit and the classifications of Meter Reader Supervisor, Power Plant Superintendent, Power Plant Supervisor, Electric Distribution Superintendent, Electric Distribution Supervisor, Water Superintendent, Water Supervisor, and Electric Underground Superintendent shall be eligible to participate in a voluntary uniform program providing an allowance up to $18.00 per month. When protective clothing is required for Utilities Department and Wastewater Treatment Plant personnel covered by the IBEW labor agreement and employees covered by the AFSCME labor agreement, except the Fleet Services Division of the Public Works Department, the City shall pay 60% of the cost of providing and cleaning said clothing and the employees 40% of said cost. Full-time Fleet Services personnel shall receive a uniform allowance of $12 biweekly. Public Works Department personnel in the job classifications of Fleet Services Shop Foreman and Fleet Services Mechanic shall receive a tool allowance of $10 biweekly. SECTION 9. Employees shall be compensated for unused medical leave as follows: (A) All employees covered in the IBEW Utilities and IBEW Finance labor agreements shall be paid for forty-seven percent (47%) of their accumulated medical leave at the time of their retirement, early retirement, or death, not to exceed four hundred eighty-eight and one third hours (calculated at 47% x 1039 hours = 488.33 hours), the rate of compensation to be based on the employee’s salary at the time of retirement or death. Employees covered in the IAFF labor agreement and the Shift Commanders shall have a contribution to a VEBA made on their behalf in lieu of payment for thirty-eight percent (38%) of their accumulated medical leave at the time of their retirement, not to exceed five Grand Island Special Meeting - Updated - 8/20/2013 Page 66 / 104 ORDINANCE NO. 9439(Cont.) - 16 - hundred ninety-eight and eighty-eight hundredths hours (calculated at 38% x 1,576 hours = 598.88 hours). The amount of contribution will be based upon the employee’s salary at the time of retirement. Employees covered by the IBEW Wastewater labor agreement shall be paid 37.5% of their accumulated medical leave at the time of retirement or death, based on the employee’s salary at the time of retirement not to exceed three hundred ninety-nine hours (calculated at 37.5% x 1064 hours = 399 hours). Employees covered by the IBEW Service/Clerical labor agreement shall have a contribution to a VEBA made on their behalf in lieu of payment for forty percent (40%) of their accumulated medical leave at the time of retirement or death, based on the employee’s salary at the time of retirement not to exceed 433.60 hours (calculated at 40% x 1084 hours = 433.60 hours.) Non-union employees shall have a contribution to a VEBA made on their behalf in lieu of payment for fifty percent (50%) of their accumulated medical leave at the time of their retirement, not to exceed five hundred forty-two hours (calculated at 50% x 1084 = 542). The amount of contribution will be based upon the employee’s salary at the time of retirement. All employees covered by the AFSCME labor agreement shall be paid forty-five (45%) of their accumulated medical leave bank at the time of their retirement, based on the employee’s salary at the time of retirement not to exceed four hundred seventy-eight and eighty hundredths hours (calculated at 45% x 1064 hours = 478.80 hours). All employees covered under the FOP labor agreement shall be paid thirty-seven and one-half percent (37.5%) of their accumulated medical leave bank at the time of their retirement, not to exceed four hundred five four hundred eighty hours Grand Island Special Meeting - Updated - 8/20/2013 Page 67 / 104 ORDINANCE NO. 9439(Cont.) - 17 - (calculated at 37.5% x 1,080 1,280 hours = 405 480 hrs.), based on the employee’s salary at the time of retirement. If death occurs while in the line of duty, employees covered under the FOP labor agreement shall be paid fifty percent (50%) of their accumulated medical leave bank at the time of their death, not to exceed five hundred forty hourssix hundred forty hours (50% x 1,080 1,280 hours = 540 hrs 640 hrs.), based on the employee’s salary at the time of their death. (B) The City Administrator and department heads shall have a contribution made to their VEBA for one-half of their accumulated medical leave, not to exceed 30 days of pay, upon their resignation, the rate of compensation to be based upon the salary at the time of termination. Compensation for unused medical leave at retirement shall be as provided for non-union employees. (C) The death of an employee shall be treated the same as retirement, and payment shall be made to the employee’s beneficiary or estate for one-half of all unused medical leave for non-union employees and as defined in labor agreements for all other employees. SECTION 10. Non-union employees shall have a contribution made on their behalf to their VEBA account in the amount of $30.00 per pay period. Employees represented by the IBEW Service/Clerical labor agreement shall have a contribution made on their behalf to the VEBA account of $15 per pay period. Employees represented by the IAFF labor agreement shall have a contribution made on their behalf to the VEBA account of $10 per pay period. Grand Island Special Meeting - Updated - 8/20/2013 Page 68 / 104 ORDINANCE NO. 9439(Cont.) - 18 - SECTION 11. The validity of any section, subsection, sentence, clause, or phrase of this ordinance shall not affect the validity or enforceability of any other section, subsection, sentence, clause, or phrase thereof. SECTION 12. The adjustments identified herein shall be effective on the date of passage and publication in pamphlet form in one issue of the Grand Island Independent as provided by law, effective October 7, 2013. SECTION 13. Those portions of Ordinance No. 9424 and all other parts of ordinances in conflict herewith be, and the same are, hereby repealed. Enacted: August 20, 2013 ____________________________________ Jay Vavricek, Mayor Attest: ________________________________ RaNae Edwards, City Clerk Grand Island Special Meeting - Updated - 8/20/2013 Page 69 / 104 City of Grand Island Tuesday, August 20, 2013 Special Meeting - Updated Item I1 #2013-272 - Approving Health and Dental Insurance Renewal Staff Contact: Brenda Sutherland Grand Island Special Meeting - Updated - 8/20/2013 Page 70 / 104 Council Agenda Memo From:Brenda Sutherland, Human Resources Director Meeting:August 20, 2013 Subject:Approval of Health and Dental Benefits Item #’s:I-1 Presenter(s):Brenda Sutherland, Human Resources Director Background The City of Grand Island provides health and dental benefits to its employees. The City has a partially self-funded plan, meaning that claims are actually paid for by the premium dollars generated through the plan to a specified limit. The City has paid a third party, in this case Blue Cross Blue Shield of Nebraska, to administer and pay claims and provide stop loss coverage. The City’s current “specific deductible” or stop loss is $150,000 per participant. This means that the first $150,000 of claims for a plan participant is paid for by the premium dollars generated and then the reinsurance carrier picks up the claims that go over that amount. The City’s dental plan is self-funded and the principal is the same as for health insurance in that the premiums generated pay the claims incurred. The City Council reviewed the proposed changes to the health and dental plans at the study session on August 13, 2013. Discussion As the new fiscal and plan year are set to begin on October 1, it is customary to bring plan changes before Council as well as funding requirements. The City budgeted $6.1 million in fiscal year 2012/2013 for health and dental insurance expenses. We are trending at a rate to end the year around $6.5 million in actual claims. With our claims experience at this level our funding needs for fiscal year 2013/2014 are projected at $7.1 million. This funding level is predicated on the addition of a Qualified High Deductible Health Plan and treating the dental plan as a voluntary standalone plan. The proposed Qualified High deductible Plan will have a $3000/$5500 in network deductible. The traditional plan has a $500/$1000 in-network deductible. Participants Grand Island Special Meeting - Updated - 8/20/2013 Page 71 / 104 who go out of network will experience deductibles that are twice the in network amount. That has been part of the City’s plan design for many years. Also proposed in concert with the Qualified High Deductible Plan is the initial seed money to be paid to plan participant’s Health Savings Account (HSA) in the amount of $1000 for single coverage and $2000 for 2/4 and family coverage in January 2014. The City is currently contracted with TASC to administer its Section 125 Flexible Spending Account. An amendment to that contract will be needed to allow TASC to administer the payment deducted through payroll and be deposited into accounts of the employee’s choosing for their HSA account. TASC’s set up fee is $300 and a charge of $1.00 per participating employee per month. Both fees will be paid by the City. The next proposal is to move the dental benefit away from the health plan and make it a standalone voluntary benefit. Employees can determine whether or not they want to elect this benefit and at what level. The employee will be asked to pay 30% of the premium for the dental benefit. This is comparable in the market for dental to be a separate benefit and for a cost share at this percentage rate. The premium structure for employees is attached. The attachment shows the amount employees are currently paying as well as the proposed premiums for the Qualified High Deductible Plan and the Traditional Plan. Employees will be able to choose their level of coverage based on their personal needs as opposed to the one size fits all approach that we have taken in the past. The City’s insurance committee shopped the dental plan this past June. Vendors were interviewed and the decision was made to stay with our current vendor, Delta Dental. The City has worked with Delta Dental for the last three years to administer its dental benefits. The network provided is a national network and quite extensive in our local area. The service to our plan participants has been excellent. The administrative fees for dental services are being reduced for the next three year contract period. The City currently pays $4.10 per employee per month. The new administrative fee will be $3.85 per employee per month to be paid by the City. Delta is treating this as a contract renewal/continuation and is not requiring a new contract to continue. The contract with Blue Cross and Blue Shield of Nebraska (BCBSNE) specifies administrative fees of $28.25 per employee per month. Stop loss coverage will cost $79.49 per employee per month and the aggregate stop loss coverage will cost $5.22 per employee per month. The contract with Strong Financial will cost $1,575 per month. COBRA administration will be handled by Discovery Benefits, Inc. (DBI) The cost for COBRA administration will be $0.70 per employee per month for the term of the contract. The fees associated with the wellness physicals will be $65 per participant for the duration of the contract. Grand Island Special Meeting - Updated - 8/20/2013 Page 72 / 104 Alternatives It appears that the Council has the following alternatives concerning the issue at hand. The Council may: 1.Move to approve 2.Refer the issue to a Committee 3.Postpone the issue to future date 4.Take no action on the issue Recommendation City Administration recommends that the Council approve the aforementioned changes to the health and dental plans as well as the initial seed money for the employee’s HSA. Sample Motion Move to approve recommended changes to the Health and dental plans and the initial seed money to the employee’s HSA. Grand Island Special Meeting - Updated - 8/20/2013 Page 73 / 104 Approved as to Form ¤ ___________ August 19, 2013 ¤ City Attorney RESOLUTION 2013-272 WHEREAS, the City subscribes to health and dental insurance for its employees and other eligible participants, as authorized by the City of Grand Island Personnel Rules and Regulations and federal regulations; and WHEREAS, a Health Insurance Committee consisting of union, non- union, management and non-management employees, along with the Human Resources Director, the Finance Director, and the Attorney/Purchasing Agent met and reviewed plan changes; and WHEREAS, Blue Cross and Blue Shield of Nebraska is the Third Party Administrator for the City’s health insurance plan; and WHEREAS, the City’s dental insurance benefit is administered by Delta Dental of Nebraska for a fee of $3.85 per employee per month and this fee will remain the same for the next three year contract period; and WHEREAS, the reinsurance coverage and administration of the health plan is provided under a contract with Blue Cross and Blue Shield of Nebraska. COBRA administration is provided by Discovery Benefits, Inc. The broker is Strong Financial Resources, and the current agreement with Healthways is covered under the Bluepartners Program agreement and; WHEREAS, contracts were approved in 2012 for a period of three years with the aforementioned providers; and WHEREAS, the addition of a Qualified High Deductible Health Plan with an added Health Savings Account (HSA) and an initial contribution of $1000 for single coverage and $2000 for family coverage will be in addition to the current insurance offerings; and WHEREAS, the contract with Blue Cross and Blue Shield of Nebraska (BCBSNE) specifies administrative fees of $28.25 per employee per month. Stop loss coverage will cost $79.49 per employee per month and the aggregate stop loss coverage will cost $5.22 per employee per month. The contract with Strong Financial will cost $1,575 per month. COBRA administration will be handled by Discovery Benefits, Inc. (DBI) The cost for COBRA administration will be $0.70 per employee per month for the term of the contract. The fees associated with the wellness physicals will be approximately $65 per participant. The City’s current contract with TASC will be amended to allow for the execution of the HSA accounts for employee’s who choose the Qualified High Deductible Health Plan. Grand Island Special Meeting - Updated - 8/20/2013 Page 74 / 104 -2- NOW, THEREFORE BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA, that the annual renewal contracts with Blue Cross and Blue Shield of Nebraska, Delta Dental of Nebraska, Discovery Benefits, Inc., Strong Financial Resources and Bluepartners Program for the administration of health insurance, COBRA administration, broker services and wellness program as set out by the contracts as well as the addition of the Qualified Health Plan and the initial HSA contributions and the amendment to the current TASC contract is hereby approved. - - - Adopted by the City Council of the City of Grand Island, Nebraska, August 20, 2013. _______________________________________ Jay Vavricek, Mayor Attest: _______________________________________ RaNae Edwards, City Clerk Grand Island Special Meeting - Updated - 8/20/2013 Page 75 / 104 City of Grand Island Tuesday, August 20, 2013 Special Meeting - Updated Item I2 #2013-273 - Approving FOP Contract Staff Contact: Brenda Sutherland Grand Island Special Meeting - Updated - 8/20/2013 Page 76 / 104 Council Agenda Memo From:Brenda Sutherland, Human Resources Director Meeting:August 20, 2013 Subject:Approval of Labor Agreement with Fraternal Order of Police #24 Item #’s:I-2 Presenter(s):Brenda Sutherland, Human Resources Director Background Police Officers and Police Sergeants employed in the Police Department currently work under the conditions outlined in the labor agreement between the City of Grand Island and the Fraternal Order of Police, Lodge 24. This group is more commonly referred to as the FOP. The current labor agreement will expire as of midnight September 30, 2013. The City’s negotiating team and the FOP’s negotiating team met to negotiate the terms of a new agreement. The negotiations were handled in good faith with both parties focused on a fair contract. Discussion The proposed labor agreement will begin October 1, 2013 and run through September 30, 2016. As the City has been designated an MSA a new array was used to negotiate this contract. The majority of the agreement remains unchanged from the current labor agreement. The proposed changes are as follows: The training and special events bank will be reduced from 50 hours to 30 hours and will specify the events that qualify. Those events are defensive tactics training, firearms qualifications, Harvest of Harmony, and the Nebraska State Fair. The next change is the vacation accrual. The accruals will increase by 16 hours at the entry level and as much as 42 hours at the top level. Increases are present throughout the six accrual levels and are shown in the agreement. Next, the maximum accrual for medical leave will increase from 1080 hours to 1280 hours and officers who work other than an eight hour shift will be able to use medical leave to supplement bereavement leave to cover three days’ worth of shift time if needed. Call in pay will be compensated at time and one half. The language concerning health and dental benefits will be the same as the other labor agreements at the City. Under the uniform allowance there will be a replacement cost for Grand Island Special Meeting - Updated - 8/20/2013 Page 77 / 104 eyeglasses/contacts of up to $200 and watches of up to $100 if those items are damaged through the course of work. Field training officers will be compensated at the rate of an additional $1 per hour while they are training a new officer. The largest and probably most significant items in the agreement are the Articles that deal with rates of pay and the step plan. Over the course of the three year agreement wages for the position of police officer and sergeant will increase by 12.4% at bottom step and 23.2% at top step over the current wages. This increase will bring the wages for the two positions into comparability with the assumption that the market will increase over the same three year period. The wages should be fairly close to market at the next round of negotiations. The wage increases in the agreement will be spread out over the three year period with an increase of 7% at the bottom and 8% at the top for both police officer and sergeant. In year two, there will be an adjustment to the scale of 2.5% across steps one through nine and a step will be added to the scale. In year three, there will be an adjustment of another 2.5% across steps one through ten and another step added. Alternatives It appears that the Council has the following alternatives concerning the issue at hand. The Council may: 1.Move to approve 2.Refer the issue to a Committee 3.Postpone the issue to future date 4.Take no action on the issue Recommendation City Administration recommends that the Council approve the labor agreement between the City of Grand Island and the Fraternal Order of Police, Lodge #24. Sample Motion Move to approve the labor agreement between the City of Grand Island and the Fraternal Order of Police, Lodge #24. Grand Island Special Meeting - Updated - 8/20/2013 Page 78 / 104 1 AGREEMENT THIS AGREEMENT, effective October 1, 20112013, is between the CITY OF GRAND ISLAND (hereinafter referred to as the “City”), and GRAND ISLAND LODGE NO. 24 OF THE FRATERNAL ORDER OF POLICE (hereinafter referred to as the “F.O.P.”). PURPOSE AND INTENT OF THE PARTIES The purpose of the City and the F.O.P. in entering this labor agreement is to promote harmonious relations between the employer and the F.O.P., the establishment of an equitable and peaceful procedure for the resolution of differences; and the establishment of rates of pay, and conditions of employment. ARTICLE I F.O.P. RECOGNITION The City recognizes the F.O.P. as the sole and exclusive collective bargaining representative for the pay classifications of Police Officers and Sergeants. ARTICLE II RESIDENCY All employees covered under this agreement are required to reside within thirty-five (35) miles of the city limits of the city of Grand Island. Current employees will establish residency within six (6) months after the beginning of this agreement. New employees, hired after the starting date of this agreement, will establish residency within six (6) months after the calendar date of the start of employment and will maintain residency during the term of the employment. For purposes of this agreement, residency will mean the employee’s domicile. ARTICLE III HOURS OF WORK The City has reserved its right to the utilization of the 207(k) FLSA exemption and will implement this as the hours of work effective with the first full pay period following the execution of the agreement. The pay period for purposes of calculating overtime shall consist of a fourteen (14) day cycle that runs concurrent with the City’s current payroll cycle. For purposes of calculating eligibility for overtime, “hours worked” shall include actual hours worked, vacation, personal leave and holiday hours. The City specifically maintains and reserves its management rights to establish the hours worked, the work week and all direction of the work force as allowed by law. Employees shall be eligible for overtime under this Agreement and it is expressly stated hereby that overtime shall not be paid more than once for the same hours worked. Employees shall be eligible for overtime when they exceed their hours scheduled for work in the fourteen (14) day pay cycle with a minimum of eighty (80) hours. There shall also be established for each employee in the bargaining unit a Training and Special Events bank of fifty (50)thirty (30) hours per individual Grand Island Special Meeting - Updated - 8/20/2013 Page 79 / 104 2 per contract year. The Training and Special Events bank shall be used for defensive tactics training, firearms qualifications, Harvest of Harmony Parade, and the Nebraska State Fair. Each employee may be scheduled for training or special event duty with a minimum of seven (7) days notice prior to the commencement of the pay period and the training and special events bank hours may be added to the eighty (80) hour, two (2) week pay period up to eighty-six (86) hours and these hours shall not be eligible for overtime. Training and special events hours worked in excess of eighty-six (86) hours in a two week pay period will be eligible for over-time but will not be subtracted from the training and special events bank. All work completed after eighty (80) hours in a pay period that is performed for work that is funded by grants from parties outside or other than the City Of Grand Island, shall be paid overtime for the time worked after eighty (80) hours, if the time is funded at overtime rates by the grant. Any such grant hours are not deducted from the training and special events bank. The City also reserves the right to revise the regular set schedules from eighty (80) up to eight-six (86) hours per two (2) week pay period. The City shall provide sixty (60) days notice prior to making a set schedule change for each employee subject to the change. ARTICLE IV HOLIDAYS AND HOLIDAY PAY A. HOLIDAYS The following holidays are observed. They shall be granted with pay to all employees eligible for holiday pay not to exceed eight (8) hours. An employee may be required to work on a holiday if necessary to maintain essential services to the public. New Year’s Day Veteran’s Day Arbor Day Thanksgiving Day Memorial Day Day after Thanksgiving Day Independence Day Christmas Day Labor Day Such holidays shall be observed on the actual day that the holiday falls. B. ELIGIBILITY FOR HOLIDAY PAY No employee shall be eligible for holiday pay unless such employee was in an active pay status on his/her last regularly scheduled day before the holiday and his/her first regular day after the holiday. “Active Pay Status” shall mean any pay status other than leave without pay or suspension without pay. Grand Island Special Meeting - Updated - 8/20/2013 Page 80 / 104 3 C. HOLIDAY PAY AND HOLIDAY ON PAY Holiday pay shall consist of straight pay up to eight (8) hours plus additional compensation at the rate of 1.5 times the regular rate of compensation for those who are regularly scheduled to work. For those who are called into work on the holiday, they shall receive as compensation straight pay up to eight (8) hours for the holiday, plus additional compensation at the rate of 1.5 times the regular rate of pay for the actual hours worked as holiday on pay. No compensatory time may be accrued in lieu of being paid Holiday on Pay or Holiday Pay. D. HOLIDAY PAY DURING LEAVE OF ABSENCE When a holiday falls within a period of leave of absence without pay, the employee shall not be paid for the holiday. ARTICLE V PERSONAL LEAVE The City will provide sixteen (16) hours of personal leave each contract year, commencing October 1 and ending September 30, to all eligible employees. Personal leave must be taken in a minimum of one (1) hour increments. Personal leave, selected by the employee must have the prior approval of the supervisor. Eight (8) hours must be taken by March 15th and eight (8) hours must be taken by September 15th. ARTICLE VI VACATIONS A. ELIGIBILITY All full-time employees of the police division who have been in the employment of the City continually for one (1) year shall be eligible for vacation leave with pay. Vacation may be taken in one-half hour (1/2) increments. The Mayor or designee may waive the provisions of this section in extreme circumstances for the good of the City and advance vacation leave to an employee prior to the completion of twelve (12) months of employment; provided, employees shall reimburse the City for all used unearned vacation leave upon termination. B. AMOUNT AUTHORIZED Vacation leave shall be computed/accrued on the following basis: Years of Employment Hours of Vacation Earned 1-4 years 72 88 hours 2-55-9 years 80 104 hours 610-14 years 112 132 hours 7-1015-19 years 120 169 hours 11-1420-22 years 124 184 hours 1523 + years 136 202 hours 16+ 160 hours Grand Island Special Meeting - Updated - 8/20/2013 Page 81 / 104 4 C. VACATION SCHEDULE Vacation leave shall be taken at a time convenient to and approved by the supervisor. While all employees are encouraged to take two (2) consecutive weeks of vacation each year, when eligible, the City may grant shorter periods of one (1) week or less. Each employee whose normal work schedule is Monday through Friday shall take a period of vacation of at least one (1) week each year when eligible as follows. Each employee will take a period of vacation that allows him or her to be away from the workplace for a minimum of five (5) consecutive days. D. VACATION CARRY OVER Accrual of vacation hours will be calculated on a bi-weekly basis and will be reflected on the pay stubs. An employee will be allowed to carry no more than the maximum amount of vacation that he or she can earn in one (1) year, plus eighty (80) hours. E. VACATION CREDIT ON TERMINATION AND RETIREMENT Upon termination, an employee shall be paid for the unused portion of accumulated vacation leave provided such employee has completed twelve months of consecutive, full-time employment. An employee who has been separated shall not accrue vacation leave credits after his or her last day of actual work. ARTICLE VII MEDICAL AND BEREAVEMENT LEAVE A. AMOUNT AUTHORIZED 1. Medical Leave. Medical leave shall be credited into a medical leave account for each employee at the rate of eight (8) hours for each calendar month of service and may be taken in ½ hour increments 2. Bereavement Leave. Bereavement leave shall be granted to eligible employees for up to twenty- four (24) hours per contract year. If the employee’s regularly scheduled shift is other than eight (8) hours per day, the employee may use medical leave to supplement the difference of hours needed to cover the scheduled shift to accommodate for an absence of up to three (3) days if needed to cover their scheduled shift. B. USE OF MEDICAL LEAVE Medical leave with pay must be accumulated before it can be taken and advancing medical leave is prohibited. Employees may utilize their allowances of medical leave when unable to perform their work duties by reason of personal illness, fatigue due to job related duties, noncompensable bodily injury, pregnancy, disease, or exposure to contagious diseases under circumstances in which the health of other employees or the public would be endangered by attendance on duty. Medical leave with pay may be utilized to keep medical or dental appointments. Medical leave may also be utilized for a maximum of two hundred (200) hours (200 hrs.) per contract year, per household to care for any members of an employee’s immediate family or household. For purposes of medical leave, “immediate family member” shall mean a child, spouse, parent and parents-in-law. Grand Island Special Meeting - Updated - 8/20/2013 Page 82 / 104 5 “Child” shall include a biological, adopted or foster child, a step-child, a legal ward, or a child of a person standing in “loco parentis”. C. USE OF BEREAVEMENT LEAVE Upon completion of one (1) year of continuous service, an employee shall be eligible to use up to twenty-four (24) hours of paid bereavement leave for the death of an immediate family member. For purposes of bereavement leave, “immediate family member” shall include son, daughter, sibling, spouse, parent, grandparent, grandchild, and in-laws of the same relation. Bereavement leave shall not exceed twenty-four (24) hours in any contract year. D. MEDICAL LEAVE – REPORTS ON CONDITION When an employee finds it necessary to utilize medical leave, his or her supervisor should be notified immediately. An employee must keep the Police Chief informed of the employee’s condition. An employee may be required by the Police Chief to submit a medical record or certificate for any absence. Failure to fulfill these requirements may result in denial of medical leave. E. FRAUDULENT USE OF MEDICAL OR BEREAVEMENT LEAVE The Police Chief or his or her authorized representative may investigate any medical or bereavement leave taken by an employee. False or fraudulent use of medical or bereavement leave shall be cause for disciplinary action and may result in dismissal. F. NOTIFICATION If an employee is absent for reasons that entitle the employee to medical or bereavement leave, the employee or a member of employee’s household shall notify the supervisor on duty at least thirty (30) minutes prior to scheduled reporting time. If an employee fails to notify the supervisor, when it was reasonably possible to do so, no medical or bereavement leave shall be approved. Immediately upon return to work the employee shall submit a leave form to his or her supervisor. G. COMPENSATION FOR UNUSED MEDICAL LEAVE AT RETIREMENT Each employee upon retirement shall be paid for thirty-seven and one-half percent (37.5%) of his or her accumulated medical leave, the rate of compensation to be based on the employee’s salary at the time of retirement. The maximum accumulation in a medical leave account shall be one thousand two hundred eighty (1,0801,280) hours. The compensation for the death of an employee not occurring in the line of duty shall be made to the employee’s beneficiary or estate at the rate of thirty-seven and one-half percent (37.5%) of the medical leave account, not to exceed one thousand eighty (1,080)one thousand two hundred eighty (1,280) hours. H. COMPENSATION FOR UNUSED MEDICAL LEAVE UPON DEATH IN THE LINE OF DUTY If an employee is killed in the line of duty, there shall be paid fifty percent (50%) of his or her accumulated medical leave, not to exceed one thousand eighty (1,080one thousand two hundred eighty (1,280) hours. The rate of compensation is to be based upon the employee’s salary at the time of death. Payment for this benefit shall be included in the final payroll check. Grand Island Special Meeting - Updated - 8/20/2013 Page 83 / 104 6 I. FAMILY AND MEDICAL LEAVE ACT POLICY Employees shall be covered by the City’s Family and Medical Leave Act Policy, as set forth in the Employee Reference Manual. ARTICLE VIII CALL IN PAY In the event that an employee is called in to work while off duty, the employee shall receive pay at the employee’s regular rate of pay, and shall be paid for a minimum of two (2) hours at the one and one-half (1.5) times the regular rate of pay and for any additional time worked thereafter. ARTICLE IX MILITARY LEAVE The provisions relating to military training leave are as provided by Section 55-160 Neb. Rev. Stat., 1943, et. Seq., as amended. ARTICLE X COURT LEAVE A. WHEN AUTHORIZED Any employee required to attend as a witness or in any other capacity directly related to his or her official duties, in any case during session of the juvenile court, county court, district court, mental health board, department of motor vehicles, or before any grand jury proceedings, during off-duty periods, shall be entitled to compensation at the rate of pay of 1.5 times the regular rate of pay for each appearance at a minimum of two hours or for the actual time, if longer. All appearances before any tribunal prior to its noon recess of any given day shall be considered one appearance. All appearances before any tribunal subsequent to its noon recess of any given day shall be considered one appearance. When the employee is testifying in other litigation to which he or she is a party, such employee shall not be granted court leave but may use vacation leave or compensatory time or be granted leave without pay for the length of such service. It is recognized that the court pay at the rate of 1.5 times the regular rate of pay is considered premium pay and court time shall not count as hours worked for the calculation of overtime. B. PROCEDURE An employee who is called for witness or jury duty shall present to his or her supervisor the original summons or subpoena from the court and, at the conclusion of such duty, a signed statement from the clerk of the court, or other evidence, showing the actual time in attendance at court. C. FEES Fees received for jury service in a federal, state, county, police or municipal court shall be deposited with the City Finance Director upon the employee’s receipt thereof, provided, this requirement shall not apply Grand Island Special Meeting - Updated - 8/20/2013 Page 84 / 104 7 to funds received by employees when they would not normally be on duty with the City. No employee shall receive witness fees paid from City funds. ARTICLE XI DISABILITY 1. If any police officer or sergeant becomes disabled, such employee shall be placed on the roll of pensioned police officers at the regular retirement pension of fifty percent (50%) of regular pay for the period of such disability. For purposes of this Article, “disability” shall mean the complete inability of the police officer, for reasons of accident or other cause while in the line of duty, to perform the duties of the police officer. 2. In the case of temporary disability of an employee covered by this agreement, received while in the line of duty, he or she shall receive his or her salary during the continuance of such disability for a period not to exceed twelve (12) months, except that if it is ascertained by the City Council or the proper municipal authorities within twelve (12) months of such temporary disability has become a disability as defined in the paragraph preceding, then the salary shall cease and he/she shall be entitled to the benefits for pension in the case of disability as provided by Nebraska statutes. 3. All payments of pension or salary provided by this Article shall be subject to deduction of amounts paid under the Nebraska Workers Compensation Act. Such payments shall not commence until all credit for unused annual or medical leave or other similar credits have been fully utilized by the disabled employee if there will be no impairment to his/her salary during the period of disability. 4. No employee covered by this agreement shall be entitled during any period of temporary disability to receive in full both his/her salary and his/her benefits under the Nebraska Workers Compensation Act. All Nebraska Workers Compensation benefits shall be payable in full to such police officer as provided in the Nebraska Workers Compensation Act, but all amounts paid by the City or its insurer under the Nebraska Workers Compensation Act to any disabled police officer entitled to receive a salary during such disability, shall be considered as payments on account of such salary and shall be credited thereon. The remaining balance of such salary, if any, shall be payable as otherwise provided by Nebraska law. 5. Pursuant to the waiting provisions in Section 48-119 of the Nebraska Workers Compensation Act, no workers compensation shall be allowed during the first seven (7) calendar days following the date of injury or date that temporary disability begins, unless the disability continues for six (6) weeks or longer. When the disability lasts less than six (6) weeks, an employee may use medical or vacation leave for the initial seven (7) days. If no other leave is available, the City shall grant the employee temporary disability leave. If the disability continues for six (6) weeks or longer, the employee will be credited with any medical or vacation leave taken during the initial waiting period. 6. While on leave due to a temporary disability while in the line of duty, the total compensation paid to an employee, including salary, wages, workers compensation benefits, and leave pay collected from any other party (except the employee’s private insurance) shall not exceed the employee’s salary at the time of the commencement of the leave, plus any allowed and approved cost of living increase which commences during the period of leave. Grand Island Special Meeting - Updated - 8/20/2013 Page 85 / 104 8 7. The City reserves the right of subrogation because of payment of temporary disability leave to any employee who is disabled or injured by a third party, and reserves the right to pursue collection from the employee of any money paid by the party to the extent of the City’s payment of temporary disability leave. Should the employee receiving temporary disability leave collect from the third party for salary, wages or expenses otherwise paid by the City, he or she will reimburse the City for money paid as temporary disability leave or expenses resulting from the injury. 8. Nothing in this Article shall be interpreted to mean that the City shall have the right to initiate civil litigation in the name of the employee against the party or representative or such party until after receiving consultation and advice of the employee and a signed waiver to that effect. 9. A light duty policy will be maintained by the City to accommodate employees who have been injured in the work place to return to work as soon as possible. The commencement of light duty work and/or modified duty work shall be five (5) calendar days from the date of injury. Any changes in shifts to accommodate the light duty work shall be made in the interim. Any employee who is medically released for light duty may commence light duty work and/or modified duty work earlier than the five (5) days from the date of injury if the employee is willing to do so. During the five (5) day period, between a date of injury and the beginning of light duty work and/or modified duty work, any employee who does not willingly return to light duty work, who is released by a doctor to do so, shall be required to take medical leave for any regularly scheduled shifts that are missed. If medical leave is unavailable to the employee, vacation leave may be used in lieu of medical leave. Day one shall constitute the date of injury, and day six shall be the day the employee begins light duty work. If the employee continues to work full duty after the date of injury, the five (5) day notice shall begin on the date of the doctor appointment in which light duty work is recommended. Once an employee begins light duty work, the employee is required to continue light duty work until released for full duty or until the maximum light duty period expires pursuant to city policy. ARTICLE XII GENERAL PROVISIONS CONCERNING LEAVE A. ABSENT WITHOUT APPROVAL An employee who is absent from duty without approval shall receive no pay for the duration of the absence and, unless there is a legitimate reason for the absence, shall be subject to disciplinary action, which may include dismissal. B. AUTHORIZED LEAVE FORMS For all leave except medical leave, a written request on an authorized form, indicating the kind of leave, duration and dates of departure and return, must be approved prior to the taking of the leave. Unless an absence is substantiated by notation on an authorized form approved by the supervisor, an employee shall not be paid for any absence from scheduled work hours. C. LEAVE COVERED BY FMLA Grand Island Special Meeting - Updated - 8/20/2013 Page 86 / 104 9 Employees who anticipate taking leave governed by the FMLA are required to provide written notice of their intent as set forth in the City’s FMLA Policy. ARTICLE XIII PENSION RETIREMENT PLAN The City agrees that the employees covered under this agreement are covered under the pension plan as provided by state statutes, as amended. ARTICLE XIV FITNESS FOR DUTY The City maintains the right to test for fitness for duty. ARTICLE XV RATES OF PAY FOR WORK PERFORMED The rates of pay for work performed under this agreement shall be: A. 2011 - 20122013 – FISCAL2014 FISCAL YEAR Rates of pay from October 1, 2011 2013 through September 30, 20122014, for work performed in the various classes of work under this agreement shall be as shown on the new pay plan, attached hereto as Exhibit “A” and shall take effect the first full pay period of October 20112013. For each fiscal year, the new rate of pay as outlined in Exhibit “A”the attached exhibits and for the following fiscal years once the salary adjustment is implemented, said new rate of pay and the salary adjustment shall take effect during the first full pay period in the month of October. Employee’s wages will be frozen until such time they are eligible for their annual employee evaluation. With a satisfactory evaluation they will be placed in the next closest step that does not move their pay backwards in the nine step pay scale. B. . 2012 – 20132014 - 2015 FISCAL YEAR Effective in the first full pay period of October 20122014, Steps steps 1 through 9 of the pay ranges for police officer and police sergeant shall be adjusted by a salary adjustment of 1.752.5%. Step 10 will be added and each officer or sergeant in step 9 on October 1, 2014 shall be eligible to move to step 10 on the first full pay period in March 2015. See Exhibit “B”. C. 2015 – 2016 FISCAL YEAR Effective in the first full pay period of October 2015, steps 1 through 10 of the pay ranges for police officer and police sergeant shall be adjusted by a salary adjustment of 2.5%. Step 11 will be added and movement through steps will occur as outlined in Article XVI. See Exhibit “C”. CD. PAY STEP UPON DEMOTION Grand Island Special Meeting - Updated - 8/20/2013 Page 87 / 104 10 An employee who fails to satisfactorily perform the duties of a classification into which he/she has been promoted may be demoted to the classification from which promoted. Such employee shall return to the same pay step held prior to promotion with the same regular status held prior to promotion. DE. COMPENSATORY TIME In lieu of payment for overtime hours worked, the employee may elect to take compensatory time off. One and one-half (1½) hours of compensatory time shall be credited for each overtime hour worked. Unused accumulated compensatory time may be converted to overtime pay only upon termination of employment unless otherwise authorized by the Chief of Police. Compensatory time may not be used on a holiday. Compensatory time may be accumulated up to eighty-five (85) hours annually (56.67 actual hours worked) with the year commencing October 1. All compensatory time that is not used prior to the last pay period before September 30th of each year shall be paid out in cash to the employee at the regular hourly rate for the hours left in the compensatory time bank. The pay-out for the unused compensatory time shall occur in the last full pay period prior to or on September 30th, if September 30th is the last pay period of said year. It shall be permissible to use less than eight (8) hours at a time. Compensatory time shall be used only with the approval of the Chief or the Chief’s designated representative. Compensatory time must be recorded through the City payroll system. F. FIELD TRAINING OFFICER Any Police Officer assigned as a Field Training Officer shall, in addition to his/her regular salary, be paid $1.00 per hour while actively working with a trainineetrainee. ARTICLE XVI PAY PLAN STRUCTURE A. ADMINISTRATION OF PAY SCHEDULE 1. Officers and Sergeants will be considered for pay schedule step increases upon receiving satisfactory performance appraisals with said step increases to be effective on the first day of the pay period following the event for change according to the following schedule: Step 1. Entry level; Step 2. Upon successful completion of twelve (12) months of service in step 1 of the job classification and upon receiving a satisfactory performance appraisal; Step 3. Upon successful completion of twelve (12) months of service in step 2 of the job classification and upon receiving a satisfactory performance appraisal; Step 4. Upon successful completion of twelve (12) months of service in step 3 of the job classification and upon receiving a satisfactory performance appraisal; Step 5. Upon successful completion of twelve (12) months of service in step 4 of the job classification and upon receiving a satisfactory performance appraisal; Grand Island Special Meeting - Updated - 8/20/2013 Page 88 / 104 11 Step 6. Upon successful completion of twelve (12) months of service in step 5 of the job classification and upon receiving a satisfactory performance appraisal; Step 7. Upon successful completion of twelve (12) months of service in step 6 of the job classification and upon receiving a satisfactory performance appraisal; Step 8. Upon successful completion of twelve (12) months of service in step 7 of the job classification and upon receiving a satisfactory performance appraisal; Step 9. Upon successful completion of twelve (12) months of service in step 8 of the job classification and upon receiving a satisfactory performance appraisal; Step 10. Beginning Fiscal Year 2014 – 2015: All police officers and police sergeants receiving a satisfactory performance appraisal will be eligible to move to step 10 during the first full pay period of March 2015. After that, all subsequent step movement from step 9 to step 10 will occur upon successful completion of twelve months (12) of service in step 9 of the job classification and upon receiving a satisfactory performance appraisal; Step 11. Beginning in Fiscal Year 2015 - 2016 and upon successful completion of twelve (12) months of service in step 10 of the job classification and upon receiving a satisfactory performance appraisal. 2. An employee who is promoted shall be placed in the step of the new pay grade that insures at least a three percent (3%) increase in pay. Upon successful completion of the six (6) month introductory period in the new position and upon receiving a satisfactory performance appraisal, an employee shall move to the next step in the pay scale. 3. The Mayor may evaluate the manner of performance of any employee, all employees, or any portion of the employees at any time during such employees’ service. Any adjustments in the pay of such evaluated employees, including introductory employees’ step adjustments, shall be effective on the first day of a pay period falling on or immediately after such adjustment. 4. Employees, prior to advancing in step or grade, shall be evaluated using the City’s performance appraisal system. Such appraisal shall take place yearly. Should an employee receive an appraisal indicating unsatisfactory performance, that employee will not receive an increase in pay, other than increases in pay lines for each classification. 5. In no case shall any employee be advanced beyond the maximum rate of the pay grade for his/her class of position. B. INTRODUCTORY PERIOD As set forth in the Nebraska Civil Service Act and the Grand Island Civil Service Commission Rules and Regulations, no appointment, employment, or promotion in any position in the service shall be deemed complete until after the expiration of one year after certification by the Nebraska Law Enforcement Training Center for police officers. Grand Island Special Meeting - Updated - 8/20/2013 Page 89 / 104 12 ARTICLE XVII EMPLOYEE RELATIONS A. GENERAL Every employee in the police division shall fulfill conscientiously the duties and responsibilities of his/her position. Every employee shall conduct himself or herself at all times in a manner which reflects credit on the service. Every employee shall be impartial in all official acts and shall in no way endanger nor give occasion for distrust of his/her impartiality. B. MEMBERSHIP IN F.O.P. The parties hereby agree that no officers, agents, representatives, members, or anyone connected with either party shall in any manner intimidate, coerce, restrain, or interfere with the rights of employees to form, join or assist labor organizations, or to refrain from any of these activities, including the right of employees to withdraw, revoke or cancel F.O.P. membership. C. DISCIPLINARY ACTION 1. Cause: Cause for disciplinary action against any employee shall include any cause so specified in the Employee Personnel Rules of the City of Grand Island, the Police Department Policy and Procedures Manual and the rules and regulations of the City Civil Service Commission. 2. Reprimand: The Police Chief or designated representative may reprimand any employee for cause. Such reprimand may be in writing and addressed and presented to the employee who will initial receipt. A signed copy shall be delivered to the Mayor’s office for inclusion in the employee’s personnel file. The employee may submit an explanation or rebuttal. 3. Civil Service: It is agreed by the parties that all applicable provisions of the Rules and Regulations of the Grand Island Civil Service Commission are hereby made part of this agreement and by this reference made part hereof. It is the policy of the City of Grand Island to provide a system of progressive discipline which affords an opportunity for the resolution of unsatisfactory employee performance or conduct. Such system shall include an appeal procedure to assure the equitable and consistent application of discipline. Discipline may begin with the least severe disciplinary action and progress, if necessary, to more severe actions. However, the severity of the incident may warrant any level of initial disciplinary action. ARTICLE XVIII GRIEVANCE PROCEDURE A. PROCEDURE An alleged grievance arising from an employee shall be handled in the following manner: Grand Island Special Meeting - Updated - 8/20/2013 Page 90 / 104 13 A grievance for the purpose of the agreement refers to a question of interpretation, application, and meaning of the terms of the labor agreement between the City and the F.O.P. Employees shall raise and thoroughly discuss any matters of disagreement with their immediate supervisor in order to informally resolve as many matters as possible. In reducing a grievance to writing, the following information must be stated with reasonable clearness: The exact nature of the grievance, the act or acts of commission, the time and place of the act of commission or omission, the identity of the party or parties who claim to be aggrieved, the provisions of this agreement that are alleged to have been violated and the remedy which is sought. In the event that satisfactory settlement is not or cannot be reached after the matter has been informally raised with the immediate supervisor, the following procedure shall be used in submission of a grievance. 1. First Step – Any employee who believes that he/she has a justifiable request or grievance shall discuss the request or complaint within five (5) calendar days with the Captain, with or without the F.O.P. representative being present, as the employee may elect, in an attempt to settle the same. If a grievance or request has not been satisfactorily resolved in Step One, it may be presented in writing and proceed to Step Two only if the F.O.P. representative determines that it constitutes a meritorious grievance. A grievance to be considered beyond Step One must be filed in writing with the Police Chief on the form provided by the City. 2. Second Step – The Police Chief shall consider the grievance and notify the employee in writing within seven (7) calendar days after receipt of the grievance. 3. Third Step – If the grievance is not settled to the satisfaction of the employee, the employee or employee’s representative shall present it in writing to the Mayor of the City or the Mayor’s designated representative within seven (7) calendar days after the decision of the Police Chief. The Mayor or designated representative shall notify the employee of the decision made and of any action taken within ten (10) calendar days after receipt of the grievance. 4. Fourth Step – If the grievance is not settled to the satisfaction of the employee, he/she may appeal, within ten (10) days after receipt of the City’s decision to a court of competent jurisdiction. The grievant may use vacation leave to prepare or present the case. Nothing in this agreement shall prevent the grievant from including in his or her petition a prayer for remuneration for time expended in the preparation, trial, or other time lost relating to grievance under consideration. B. GENERAL CONDITIONS All grievances shall be presented by the employee in person. The employee shall not be paid for any time used to present a grievance. An employee must obtain the permission of the immediate supervisor before leaving the job to present a grievance. (None of the above precludes the possibility of meetings at any step of the grievance procedure among the parties involved to discuss the issues and to attempt to settle them at that step). Nothing in the foregoing provisions shall be construed to apply to the extent, if any, that such provisions Grand Island Special Meeting - Updated - 8/20/2013 Page 91 / 104 14 may become in conflict with a duly enacted statute of the state or a decision of the court of competent jurisdiction. The time limits provided in this Article shall be strictly construed and the failure of any moving party to meet the time limits listed in this Article relative to the processing of the grievance shall constitute an unconditional acceptance of the remedy promulgated at the last step, or constitute a rescission of the act giving rise to the grievance, whichever is appropriate. ARTICLE XIX OTHER BENEFITS A. MEDICAL, DENTAL AND LONG TERM DISABILITY INSURANCE The City agrees to provide medical, dental and long-term disability insurance during the term of this agreement for the employee and the employee’s dependents. For all levels of coverages the employees shall contribute sixteen percent (16%) of the premium for the first year of the contract. For the duration of the contract, the co-pay of premium percentages for the membership of the FOP shall be the same as is used for the non-union city employees of the City of Grand Island, which premium may be increased but shall not exceed eighteen percent (18%) of the premium.The City agrees to provide health, dental, and long-term disability insurance during the term of this agreement for the employee and the employee’s dependents at the same benefit level and employee contribution level as provided to non-union City employees under the City’s general group insurance plans. The City’s general insurance plans runs from October 1 through September 30 of each year. B. LIFE INSURANCE The City will provide a fifty thousand ($50,000.00) life insurance policy for the employee. Such policy contains an option allowing the employee to purchase additional insurance. The premium for the optional insurance shall be paid by the employee. C. DISCONTINUANCE OF INSURANCE 1. Except as provided under the City’s Family and Medical Leave Act (FMLA) Policy, or otherwise as required by law, an employee who is on a leave of absence without pay will be removed from coverage under the City’s hospitalization, dental and medical insurance plan on the first day of the month following the effective date of the leave and shall remain off the City’s plan for the duration of said leave of absence. Upon expiration of such leave and upon return of the employee to active duty, he or she will receive coverage on the first day of the month following his/her return. If the leave of absence is not covered by the FMLA policy, the employee shall have the option of retaining coverage under the City’s hospitalization, dental and medical insurance plan if the employee pays one-hundred percent (100%) of the premium cost during an approved leave of absence. 2. The employee will be required to pay the premium on the life insurance policy during any leave of absence. The employee shall pay both the City’s premium and employee’s premium, if any, during this period. D. UNIFORM ALLOWANCE Grand Island Special Meeting - Updated - 8/20/2013 Page 92 / 104 15 The City shall provide for new employees covered under this contract upon hire, uniform items consisting of: two long sleeved shirts; two short sleeved shirts; two pairs of pants; one winter coat and body armor. New hires shall be allowed to receive from the city, a loan for the amount needed to buy the required uniform and equipment not to exceed $600.00 in addition to what is provided by the City at zero percent (0%) interest rate, with the loan to be repaid from the uniform allowance in its entirety until the loan is repaid in full. All employees covered by this agreement shall be designated as uniformed officers for the City. The City shall provide a uniform allowance to be paid at the rate of Twenty Five Dollars ($25.00) per pay period per employee. The City shall provide to each employee covered by this agreement: brass, handcuffs, whistle, nightstick, case, flashlight, batteries for flashlight, a weapon, ammo clips and a belt. The City shall replace body armor for each officer upon the failure of their body armor. A rotating schedule of replacement shall also be set up so that the body armor shall be replaced one time every five years by the City. The body armor shall be worn at all times by the employees while on duty unless a specific duty assigned, shall not require that the body armor be worn, and such exception to the mandatory wearing of body armor shall be signed specifically by the Chief of Police. Costs for replacement of personal equipment that is damaged, broken, or lost in the course and scope of employment will be reimbursed by the City as provided below. 1. Prescription eyeglasses or contact lenses will be reimbursed up to a replacement value of two hundred ($200) dollars. 2. Watches will be reimbursed up to a replacement value of one hundred ($100) dollars. E. TUITION AND BOOK REIMBURSEMENT PROGRAM Tuition and book reimbursement shall be available, subject to the following restrictions, for the purpose of enhancing the knowledge and skills of employees to better perform their current duties: 1. Qualification Process. The determination of whether a request qualifies for the tuition reimbursement program shall be made by the Chief of Police based upon the following considerations: a. Is there budget authority? b. Is the book necessary for said course, job related? c. Is there supervisor approval? d. Is the employee requesting reimbursement eligible for other assistance programs? 2. Approval Process. To receive tuition reimbursement, the employee must submit a “Tuition Request Form”, which shall contain the qualification information discussed above, as well as the employee’s financial request prior to beginning the course. Reimbursement approval is limited as follows: Grand Island Special Meeting - Updated - 8/20/2013 Page 93 / 104 16 a. Base tuition and necessary books only. No reimbursement shall be allowed for other fees. b. If the employee is eligible for other assistance programs, the City will provide secondary benefits only. 3. Reimbursement Process. Any employee requesting tuition reimbursement shall submit a grade report indicating a “B” or higher, and the tuition request form to the Chief of Police for inclusion in the next payroll period. 4. Service Requirement. Tuition reimbursement is available to regular status employees. 5. Eligibility Requirements. Tuition reimbursement shall be limited as follows: a. Less than two (2) years of service: $ 300.00 b. Two (2) to Five (5) years of service: $ 600.00 c. Five (5) to Ten (10) years of service: $2,000.00 d. Over ten (10) years of service: $3,000.00 Said amounts are to be approved annually from October 1 through the end of the following September. F. CAFETERIA PLAN The City agrees to maintain a pre-tax contribution plan for medical and hospitalization insurance as long as said plan is generally maintained for employees of the City. The employees covered by this contract shall be allowed to utilize said plan. The City also agrees to maintain a cafeteria plan for health care reimbursement and dependent care assistance, and allow the employees covered by this contract to utilize such plan as long as such plan is maintained for city employees of the City of Grand Island. G. EMPLOYEE ASSISTANCE PROGRAM The City agrees to allow the employees covered by this contract access to the Employee Assistance Program, as long as the City maintains such program. ARTICLE XX SENIORITY A. CONTINUOUS SERVICE Seniority shall be based on continuous length of service in a classification without a break or interruption; provided, that any suspension for disciplinary purposes, absence on authorized leave with pay, Grand Island Special Meeting - Updated - 8/20/2013 Page 94 / 104 17 absence on authorized leave without pay, or lay-off for thirty (30) calendar days or less, shall not constitute a break of interruption of service within the meaning of this Article. B. DATE OF ENTRY Seniority shall commence from the date an employee enters a classification. C. LIST A list of employees arranged in order of seniority by classification shall be maintained and revised and updated as is necessary. D. SAME DATE OF ENTRY Where two or more employees in the same classification were appointed on the same date, their seniority standing shall be determined by the Police Chief at that time and the individuals so notified. E. SHIFT VACANCY ASSIGNMENT Seniority shall be a primary consideration in granting employees preference relative to shift assignments when filling a vacancy. It is understood that the Chief of Police, in the best interests of the operation of the Police Department, shall retain all authority to make assignments as required to properly staff the Police Department and may reassign an officer to another shift. F. HIGHER CLASSIFICATION PREFERENCE When two or more employees are promoted to a new classification from different classifications, the employee promoted in the higher classification shall be senior. G. DAYS OFF VACANCY ASSIGNMENT Seniority shall be a consideration in the assigning of days off when filling a classification vacancy. Seniority shall not be used to change established work schedules. ARTICLE XXI BILINGUAL PAY Eligible employees proficient in an approved second language shall be paid One one Thousand thousand Dollars dollars ($1,000.00) per calendar year, such pay to be included in the second paycheck in November. The Chief of Police shall determine which languages are “approved” based upon the needs of the department as they relate to the population make-up of Grand Island. A test shall be developed by the Human Resources Department to test the proficiency of the employee in each approved language before an employee is eligible for bilingual pay. ARTICLE XXII Grand Island Special Meeting - Updated - 8/20/2013 Page 95 / 104 18 HEALTH INSURANCE COMMITTEE The City agrees to establish and maintain an employee advisory committee to aid in obtaining health and dental insurance. ARTICLE XXIII SAFETY COMMITTEE A. MEMBERS There shall be a joint committee established, effective the date of ratification of this agreement, consisting of three (3) representatives of the City and three (3) members of the bargaining unit selected by the F.O.P. who shall, at regular intervals, meet to discuss safety problems, and if necessary, tour the premises. The first chairperson of said committee shall be a member of the F.O.P., said position thereafter to rotate annually between the City and the F.O.P. B. SUBJECTS All questions relating to safety, including equipment and procedures shall be considered proper subjects for discussion. C. COMMON CONCERN It is agreed by the parties that the question of safety is a common concern and to this end the parties agree to use all reasonable means of protecting the health and welfare of all employees. D. ADMINISTRATIVE REVIEW The recommendations of the safety committee shall be forwarded to the Chief of Police for review and consideration. The Chief of Police shall provide a response to such recommendations to both the Chief Administrative Officer of the City and the members of the safety committee within twenty (20) working days of receipt of the recommendation. An additional ten (10) working days will automatically be granted upon written request for additional time to respond. If no response has been made after the additional ten (10) days has elapsed, an F.O.P. representative on the committee may directly contact the Chief Administrative Officer for further action. ARTICLE XXIV MANAGEMENT RIGHTS A. COLLECTIVE BARGAINING The City has endorsed the practices and procedures of collective bargaining as an orderly way to conduct its relations with this group of employees, provided, that the City, acting through its chief administrative officer of the City, retains the right to effectively operate in a reasonable and efficient manner to serve the best interests of all the citizens of the City. Grand Island Special Meeting - Updated - 8/20/2013 Page 96 / 104 19 B. RESERVED RIGHTS Except where limited by express provisions elsewhere in this agreement, nothing in the agreement shall be construed to restrict, limit, or impair the rights, powers and the authority of the City as granted to it under the laws of the State of Nebraska and City ordinances. These rights, powers and authority include, but are not limited to the following: 1. Discipline or discharge for cause whether arising under this agreement or City work rules. 2. Direct the work force. 3. Hire, assign or transfer employees. 4. Determine the mission of the City. 5. Determine the methods, means, number of personnel needed to carry out the City’s mission. 6. Introduce new or improved methods or facilities. 7. Change existing methods or facilities. 8. Relieve employees because of lack of work. 9. Contract out for goods or services. 10. The right to classify jobs and to allocate individual employees to appropriate classifications based upon duty assignments. The City will not abolish or change any bargaining unit classifications for the purpose of depriving the bargaining unit employees of their benefits under this agreement. C. SCOPE OF NEGOTIATIONS The parties acknowledge that they have had the opportunity to present and discuss proposals on any subject which is, or may be, subject to collective bargaining. D. MATTERS NOT SPECIFICALLY MENTIONED Any and all matters not specifically mentioned in this agreement are reserved to the City. Such matters reserved to the City shall not be subject to grievance proceedings or negotiation during the life of this contract. E. CHIEF ADMINISTRATIVE OFFICER All industrial relation functions of the City shall be handled by the chief administrative officer of the City or designated representative. The F.O.P. agrees that it shall deal with the City only through the chief administrative officer of the City or designated representative. Grand Island Special Meeting - Updated - 8/20/2013 Page 97 / 104 20 ARTICLE XXV GENERAL PROVISIONS A. F.O.P. CREDENTIALS No representative of the F.O.P. shall be permitted to come on any job site of the City for any reason without first presenting his/her credentials to the chief administrative officer of the City, Police Chief, or authorized representative, and obtaining permission. B. F.O.P. SOLICITATION The F.O.P. agrees that it or its members will not solicit membership in the F.O.P. or otherwise carry on F.O.P. activities during working hours or on City property, except with the written permission of the police Chief and or City Administrator. C. DISCRIMINATION The City agrees not to discriminate against any employee on the basis of race, creed, color, sex, age or national origin, as provided by law. D. F.O.P. INTERFERENCE The City and the F.O.P. agree not to interfere with the right of employees to become or not to become members of the F.O.P., and further that there shall be no discrimination or coercion against any employee because of F.O.P. membership or non-membership. E. F.O.P. BULLETIN BOARD The City shall permit the FOP to use one bulletin board designated by the Chief of Police for posting of FOP meetings and elections, reports of FOP committees and other notices or announcements that would be of benefit or of interest to the employees. Posted materials shall not contain anything discriminatory or reflecting adversely upon the City or any of its employees. Any violation of this provision shall entitle the City to cancel immediately this provision of this Article and prohibit the FOP’s further use of the bulletin board. ARTICLE XXVI STRIKES AND LOCKOUTS A. STRIKES Neither the F.O.P. nor any officers, agents, or employees will instigate, promote, sponsor, engage in, or condone any strike, slowdown, concerted stoppage of work or any other intentional interruption of the operations of the City, regardless of the reason for so doing. The F.O.P. shall attempt in good faith at all times to keep its members on the job during periods of negotiations and hearings for the settlement of grievances. If employees strike or in any manner slow down or stop work without F.O.P. authorization, the F.O.P. shall notify the City of the facts involved with the incident. Any or all employees who violate any of the provisions of this Grand Island Special Meeting - Updated - 8/20/2013 Page 98 / 104 21 Article without F.O.P. sanction may be summarily discharged or disciplined by the City. Such discharge or discipline shall not be subject to grievance proceedings under any circumstances. B. LOCKOUTS The City will not lock out any employee during the term of the agreement as a result of a labor dispute with the F.O.P. ARTICLE XXVII DURATION OF CONTRACT A. EXPIRATION This agreement shall be effective upon signature by both parties hereto, October 1, 2011 2013 and shall continue in effect until midnight, September 30, 20132016. If a new and substitute agreement has not been duly entered into prior to the expiration date, all economic terms of the agreement shall continue in full force and effect unless modified in accordance and by implementation of the final offer of the City, or until a new agreement is reached, the Nebraska Commission of Industrial Relations (CIR) has made a determination, or the Nebraska Supreme Court has made a decision on appeal from any CIR decision, whichever of the above may be the first to occur. B. NEGOTIATIONS FOR NEW AGREEMENT The F.O.P. will contact the City to begin negotiations for a new agreement to take effect upon the termination of this agreement may begin any time after January 1, 2013 2016 but no later than February 1, 2013 2016 and must be completed by May 30, 2013 2016 for budget preparation purposes. C. CONTRACT NEGOTIATIONS Upon notification by either party, the parties shall mutually agree upon the time and place for the first negotiating session. Subsequent sessions shall be set by mutual agreement. Agreement in the setting of negotiating sessions shall not be unreasonably withheld by either party. ARTICLE XXVIII SEVERABILITY If any of the provisions of this agreement are subsequently declared by the proper legislative or judicial authority to be unlawful, unenforceable, or not in accordance with applicable statute or ordinances, all other provisions of this agreement shall remain in full force and effect for the duration of this agreement. ARTICLE XXIX SCOPE OF AGREEMENT A. COMPLETE AGREEMENT Grand Island Special Meeting - Updated - 8/20/2013 Page 99 / 104 22 The parties mutually agree that this agreement constitutes the entire agreement and understanding concerning all proper subjects of collective bargaining for the duration of the agreement between the parties and supersedes all previous agreements. This agreement shall not be modified, altered, changed or amended in any respect unless in writing and signed by both parties. There are no oral agreements nor is this agreement based upon any oral representation covering the subject matter of this agreement. B. INTERPRETATION This agreement has been executed in accordance with the statutes and the laws of the State of Nebraska and the United States of America, and any dispute, disagreement, or litigation arising under this agreement shall be adjudged in accordance with the statutes and laws of the State of Nebraska and of the United States of America. C. NEGOTIATIONS The parties agree that the negotiations preceding the signing of this agreement included negotiations on all proper subjects of bargaining and that all negotiations were conducted in accordance with all applicable federal and state requirements. ARTICLE XXX C.I.R. WAIVER As a result of negotiations, and in consideration of this entire collective bargaining agreement, the F.O.P., on behalf of all of its members, hereby knowingly, intelligently, and voluntarily waives its right to file any proceedings with the Nebraska Commission of Industrial Relations alleging lack of comparability with respect to any wages, fringe benefits or any other conditions of employment with respect to the time period between October 1, 2011 2013 through September 30, 20132016. The parties specifically agree that this waiver does not pertain to claims, actions, or suits brought pursuant to Neb. Rev. Stat. §48-824 and §48-825. ARTICLE XXXI NON-DISCRIMINATION A. PROHIBITION OF DISCRIMINATION All provisions of this agreement shall be applied equally to all employees in the bargaining unit without discrimination as to sex, race, religion, color, creed, protected age, disability, veteran status, national origin, political affiliation, union or non-union membership. B. GENDER REFERENCES All references to employees in this agreement designate both sexes, and whenever the male or female gender is used, such term shall be construed to include both male and female employees. C. A.D.A. COMPLIANCE Grand Island Special Meeting - Updated - 8/20/2013 Page 100 / 104 23 In order to allow the City to deal directly with disabled employees and to maintain confidentiality as required by the Americans with Disabilities Act, the Union hereby waives its right to object to the City’s good faith efforts to comply with the Americans with Disabilities Act with respect to employees in the bargaining unit. This waiver shall include, but is not limited to, the City’s direct dealing with employees in the bargaining unit with respect to accommodations, and the obligation of the City to maintain confidentiality with respect to medical conditions or medical histories of employees in the bargaining unit. Grand Island Special Meeting - Updated - 8/20/2013 Page 101 / 104 24 IN WITNESS WHEREOF, the parties hereto have executed this agreement on the _____ day of __________________, 20112013. GRAND ISLAND LODGE NO. 24 OF THE FRATERNAL ORDER OF POLICE, By: ________________________________________________ Jarret Daugherty, President, Lodge No. 24 CITY OF GRAND ISLAND, NEBRASKA, A Municipal Corporation, By: ________________________________________________ Jay Vavricek, Mayor Attest: ________________________________________________ RaNae Edwards, City Clerk Grand Island Special Meeting - Updated - 8/20/2013 Page 102 / 104 25 Exhibit A Police Officer Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 6005 Hourly 19.3834 20.2358 21.1257 22.0547 23.0246 24.0372 25.0942 26.1978 27.3498 Biweekly 1,550.67 1,618.86 1,690.06 1,764.38 1,841.97 1,922.98 2,007.54 2,095.82 2,187.98 Monthly 3,359.79 3,507.53 3,661.80 3,822.82 3,990.94 4,166.46 4,349.67 4,540.94 4,740.62 Annually 40,317.42 42,090.36 43,941.56 45,873.88 47,891.22 49,997.48 52,196.04 54,491.32 56,887.48 Police Sergeant Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 6010 Hourly 24.2602 25.2638 26.3089 27.3972 28.5306 29.7108 30.9399 32.2198 33.5527 Biweekly 1,940.82 2,021.10 2,104.71 2,191.78 2,282.45 2,376.86 2,475.19 2,577.58 2,684.22 Monthly 4,205.11 4,379.05 4,560.21 4,748.86 4,945.31 5,149.86 5,362.91 5,584.76 5,815.81 Annually 50,461.32 52,548.60 54,722.46 56,986.28 59,343.70 61,798.36 64,354.94 67,017.08 69,789.72 FY 2013 - 2014 Exhibit B Police Officer Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 6005 Hourly 19.8680 20.7417 21.6539 22.6061 23.6002 24.6381 25.7216 26.8527 28.0336 29.2110 Biweekly 1,589.44 1,659.34 1,732.31 1,808.49 1,888.02 1,971.05 2,057.73 2,148.22 2,242.69 2,336.88 Monthly 3,443.79 3,595.24 3,753.34 3,918.40 4,090.71 4,270.61 4,458.42 4,654.48 4,859.16 5,063.24 Annually 41,325.44 43,142.84 45,040.06 47,020.74 49,088.52 51,247.30 53,500.98 55,853.72 58,309.94 60,758.88 Police Sergeant Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 6010 Hourly 24.8667 25.8954 26.9666 28.0822 29.2438 30.4536 31.7134 33.0253 34.3915 35.8359 Biweekly 1,989.34 2,071.63 2,157.33 2,246.58 2,339.50 2,436.29 2,537.07 2,642.02 2,751.32 2,866.87 Monthly 4,310.24 4,488.53 4,674.22 4,867.59 5,068.92 5,278.63 5,496.99 5,724.38 5,961.19 6,211.55 Annually 51,722.84 53,862.38 56,090.58 58,411.08 60,827.00 63,343.54 65,963.82 68,692.52 71,534.32 74,538.62 FY 2014 - 2015 Exhibit C Police Officer Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 6005 Hourly 20.3647 21.2603 22.1952 23.1713 24.1902 25.2540 26.3646 27.5240 28.7344 29.9412 31.1988 Biweekly 1,629.18 1,700.82 1,775.62 1,853.70 1,935.22 2,020.32 2,109.17 2,201.92 2,298.75 2,395.30 2,495.90 Monthly 3,529.89 3,685.11 3,847.18 4,016.35 4,192.98 4,377.36 4,569.87 4,770.83 4,980.63 5,189.82 5,407.78 Annually 42,358.68 44,221.32 46,166.12 48,196.20 50,315.72 52,528.32 54,838.42 57,249.92 59,767.50 62,277.80 64,893.40 Police Sergeant Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 6010 Hourly 25.4884 26.5428 27.6408 28.7842 29.9750 31.2150 32.5063 33.8510 35.2513 36.7318 38.2746 Biweekly 2,039.07 2,123.42 2,211.26 2,302.74 2,398.00 2,497.20 2,600.50 2,708.08 2,820.10 2,938.55 3,061.97 Monthly 4,417.99 4,600.74 4,791.06 4,989.27 5,195.67 5,410.60 5,634.42 5,867.51 6,110.22 6,366.86 6,634.27 Annually 53,015.82 55,208.92 57,492.76 59,871.24 62,348.00 64,927.20 67,613.00 70,410.08 73,322.60 76,402.30 79,611.22 FY 2015 - 2016 Grand Island Special Meeting - Updated - 8/20/2013 Page 103 / 104 RESOLUTION 2013-273 WHEREAS, pursuant to Neb. Rev. Stat., §16-201, the City has the authority to make all contracts and do all other acts in relation to the property and concerns of the city necessary to the exercise of its corporate powers; and WHEREAS, an employee bargaining unit at the City of Grand Island is represented by the Fraternal Order of Police, Lodge #24 (FOP) and WHEREAS, representatives of the City and the FOP, Lodge #24 met to negotiate a labor agreement, and WHEREAS, the labor agreement specifies a salary adjustment over the course of a three year period of 12.4% to the bottom step and 23.2% to the top step, and WHEREAS, the City reached an agreement with the FOP and the agreement has been presented to City Council for approval, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE CITY OF GRAND ISLAND, NEBRASKA, that the Mayor is hereby authorized to execute the Labor Agreement by and between the City of Grand Island and the Fraternal Order of Police, Lodge #24 (FOP) for the period of October 1, 2013 through September 30, 2016. - - - Adopted by the City Council of the City of Grand Island, Nebraska, on August 20, 2013. ________________________ Jay Vavricek, Mayor Attest: ___________________________________ RaNae Edwards, City Clerk Grand Island Special Meeting - Updated - 8/20/2013 Page 104 / 104